A

PROJECTREPORT

ON

“
PERFORMANCEAPPRAI
SAL”

AT

MARUTISUZUKI

(HOSHI
ARPURAUTOMOBI
LES)

I
nter
nshi
pInHumanResour
ce
ACADEMI
CSESSI
ON
(
2017-
2020)
Submit
tedTo: Submitt
edBy :
SANTBABABHAGSI
NGHUNI
VERSI
TY ManpreetKaur
JALANDHAR B.COM{H}4thsem.
ROLLNO: 17000646

SantBabaBhagSi
nghUni
ver
sit
yJal
andharKhi
ala
 DECLARATI
ON

I
,theunder
signed,her
ebydecl
aret
hatt
hePr
ojectRepor
tent
it
led“
PERFORMANCE
APPRAI
SAL”i
nMar
utiSuzukiwr
it
tenandsubmi
tt
edbymet
otheSantBabaBhag
Si
nghUni
ver
sit
yJal
andhar
.Undert
hegui
danceofPr
of. i
smyor
igi
nal
wor
kandt
heconcl
usi
onsdr
awnt
her
einar
ebasedont
hemat
eri
alcol
l
ect
edby
my
sel
f.

Pl
ace:
JALANDHAR NI
SHAKAJAL
 ACKNOWLEDGEMENT

“Acknowl
edgementi
sanar
t,onecanwr
it
egl
i
bst
anzaswi
thoutmeani
ngawor
d,and
ont
heot
herhandonecanmakeasi
mpl
eexpr
essi
onofgr
ati
tude”

It
aket
heoppor
tuni
tyt
oexpr
essmygr
ati
tudet
oal
loft
hem whoi
nsomeorot
her
way hel
ped me t
o accompl
i
sh t
his chal
l
engi
ng pr
ojecti
n MARUTISUZUKI
,
HOSHI
ARPUR.Noamountofwr
it
tenexpr
essi
oni
ssuf
fi
cientt
oshow mydeepest
senseofgr
ati
tudet
othem.

Iam ext
remel
ythankf
ulmyf
acul
tygui
deMs.Lov
epr
eetNegif
ort
hei
rval
uabl
e
gui
danceandsuppor
toncompl
eti
onoft
hispr
ojecti
nit
spr
esent
ly.

Iam v
eryt
hankf
ult
oAj
i
tpalSi
ngh(
HRManager
)fort
hei
rev
erl
ast
ingsuppor
tand
gui
danceont
hegr
oundofwhi
chIhav
eacqui
redanewf
iel
dofknowl
edge

A speci
alappr
eci
ati
ve“
Thanky
ou”i
naccor
dedt
oal
lst
affofMARUTISUZUKI
,
HOSHI
ARPURf
ort
hei
rposi
ti
vesuppor
t.

Ial
so acknowl
edgewi
th adeep senseofr
ever
ence,mygr
ati
tudet
owar
dsmy
par
ent
sandmemberofmyf
ami
l
y,whohasal
way
ssuppor
tedmemor
all
yaswel
las
economi
cal
l
y.

Atl
astbutnotl
eastgr
ati
tudegoest
oal
lofmyf
ri
endswhodi
rect
lyori
ndi
rect
ly
hel
pedmet
ocompl
etet
hispr
ojectr
epor
t.

MANPREETKAUR
 ABSTRACT

Ef
fect
iver
ecr
uit
ment
,sel
ect
ionandr
etent
ionar
ecr
it
icalt
oor
gani
zat
ionalsuccess.
Theyenabl
ecompani
est
ohav
eper
for
mingempl
oyeeswhoar
esat
isf
iedwi
tht
hei
r
j
obs,
thuscont
ri
but
ingposi
ti
vel
ytot
heor
gani
zat
ion.

Ont
hecont
rar
y,i
n-ef
fect
iver
ecr
uit
mentmet
hodol
ogy
,sel
ect
ionandr
etent
ionwoul
d
r
esul
tinmi
smat
cheswhi
chcanhav
enegat
iveconsequencesf
oranor
gani
zat
ion.A
mi
sfi
twhoi
snoti
ntunewi
thor
gani
zat
ion’
sphi
l
osophi
esandgoal
scanr
educeout
put
,
pr
oduct
ivi
ty,cust
omersat
isf
act
ion,r
elat
ionshi
pandov
eral
lqual
i
tyofwor
k.Tr
aini
nga
wr
onghi
recanal
sobeexpensi
ve.Ef
fect
iver
ecr
uit
menti
sther
efor
enotonl
ythef
ir
st
st
ept
owar
dsor
gani
zat
ionalexcel
l
ence,buti
simpor
tantcostcont
rolmechani
smsas
wel
l
.

Thest
udyr
esear
chest
hespect
rum ofr
ecr
uit
mentmet
hodol
ogi
esf
oll
owedi
naMar
uti
Suzukit
owar
dsdev
elopi
nganuni
quemodel
,pr
oposesuggest
iont
hatwoul
dreduce
cost
s,t
imet
orecr
uit
,beef
fect
iveandhel
pov
eral
lor
gani
zat
ional
int
erest
s.
 TABLEOFCONTENTS-
I

Sr
.No. Ti
tl
e Pageno.

1. I
NTRODUCTI
ON 1-
2
2. ABOUTCOMPANY
3-
9
3. THEORTI
CALFRAMEWORK
10-
32
4. RESEARCHMETHODOLOGY
33-
37
5. DATAANDI
NTERPRETATI
ON 38-
55

SUMMARY,
FINDI
NG,
CONCLUTI
ONAND
6. RECOMMENDATI
ONS 56-
58

7. BI
BLOGRAPHY 59

8. APPENDI
X-A 60
 EXECUTI
VESUMMARY

Per
for
manceappr
aisali
sanessent
ialmanagementt
echni
que.Thest
udyai
mst
o
measur
ethe sat
isf
act
ion oft
he manager
ialempl
oyeeson t
he per
for
mance
appr
aisalsy
stem i
nMar
utiSuzuki,
Hoshi
arpur
.Thequest
ionnai
resur
veymet
hod
i
sadopt
edf
orev
aluat
ingt
hesat
isf
act
ionoft
heempl
oyees.Mar
utiSuzukii
sa
l
eadi
ngt
yref
act
oryhav
ingwor
ldwi
depr
esence.I
nIndi
a,Mar
utiSuzukist
ands
f
ir
stbasedonr
evenueandsecondbasedonpr
oduct
ion.
Per
for
manceappr
aisali
sani
mpor
tantmanagementt
oolt
oaudi
thumancapi
tal
.
I
nmanyor
gani
zat
ions,appr
aisalr
esul
tsar
eusedasat
oolt
ofi
xther
ewar
d.The
appr
aisalr
esul
tsar
eusedt
oident
if
ybet
terper
for
mingempl
oyeesf
orpl
acement
t
ohi
gherposti
nthehi
erar
chyofor
gani
zat
ionalst
ruct
ure.Thesat
isf
act
ionof
empl
oyeet
owar
dst
he appr
aisalsy
stem oft
hecompanydependson many
f
act
orssuchascommuni
cat
ion,measur
ementpol
i
ciesandpostr
evi
ewpol
i
cies.
Thet
otalout
putoft
heor
gani
zat
iondependsonsat
isf
act
ionl
evelofempl
oyees.
The per
for
mance appr
aisali
s an i
mpor
tantt
oolt
o many human r
esour
ce
f
unct
ions.Hence,r
elat
ionshi
pbet
weenempl
oyeesat
isf
act
ionandper
for
mance
appr
aisal
isani
mpor
tantar
eaofr
esear
ch.
Thequest
ionnai
remet
hodi
sadopt
edf
ort
hecol
l
ect
ionofdat
a.Thel
evelof
agr
eementt
othet
enst
atement
sar
eal
l
owedt
omar
kin5poi
ntscor
eLi
ker
t-
scal
e.
Thesampl
ehasbeendr
awnf
rom t
hepopul
ati
onbasedont
hej
udgmentmet
hod.
Thedul
yfi
l
ledquest
ionnai
rei
scol
l
ect
edf
rom t
her
espondent
s.Thef
requency
anddescr
ipt
ivest
ati
sti
calanal
ysi
sofr
esponsesar
ecar
ri
edout
.Thei
nfl
uenceof
age,f
ormal
;educat
ion and company exper
ience i
s st
udi
ed.The st
ati
sti
cal
appr
oachANOVAi
susedf
ort
heanal
ysi
sofr
esponses.
Af
airper
for
mance appr
aisalpr
ocess hel
ps t
oimpr
ovet
he sat
isf
act
ion i
n
empl
oyees.Thewi
l
li
ngnesst
oinv
estaddi
ti
onalef
for
toft
owar
dsenhanci
ng
pr
oduct
ionandt
her
ebymar
ketandf
inanci
alposi
ti
oni
ncr
easeswi
thempl
oyee
sat
isf
act
ion.Theper
for
manceappr
aisalaccount
ingf
ort
hei
ndi
vi
dualandt
eam
per
for
manceoft
hemember
swi
l
lhel
ptoi
ncr
easet
hepl
antout
put
.Basedont
he
quest
ionnai
resur
veyconduct
ed,i
tcanbeconcl
udedt
hatempl
oyeesofMar
uti
Suzuki
,Hoshi
arpurar
e sat
isf
ied wi
tht
he per
for
mance appr
aisalpr
ocess.
Empl
oyeessat
isf
act
iondependsont
hemanyaspect
sofper
for
manceanal
ysi
s
andcompanyhav
etol
ooki
ntot
hebal
ancedbl
endofi
mpor
tantaspect
sli
ke
communi
cat
ion,
measur
ementpol
i
ciesandpost
-r
evi
ewdeci
sions.
*
***
*
Chapt
er1
I
ntr
oduct
ion

Over
view
Ev
ery or
gani
zat
ion i
s st
ruggl
i
ng t
oremai
n sust
ainabl
e and compet
it
ive.To

i
mpl
ementt
his aspect
,st
rat
egi
c pl
anner
s and human r
esour
ce pr
ofessi
onal
s

col
l
abor
atemor
eint
ensi
vel
yindesi
gni
ngst
rat
egi
est
hatar
epr
oduct
iveandhumane.

Mar
quar
dt(
2004)poi
ntedoutt
hatt
heor
gani
zat
ionsai
mingatmaxi
mum pr
oduct
ivi
ty

andqual
i
tyhav
enev
erencount
eredsomanychal
l
enges.Howev
er,
thesi
tuat
ionsar
e
st
changedandchal
l
engesar
eident
if
iedast
heoppor
tuni
ti
est
ogr
ow.I
n21 cent
ury
,

t
hesuccessoft
heor
gani
zat
ionl
i
esi
nimpl
ement
ingf
ocusedandi
ntegr
atedhuman

r
esour
cepr
ocessesandsy
stems.

Theenor
moust
ransf
ormat
ionspr
ocessest
hatt
akepl
acei
nsoci
al,pol
i
ticaland

economi
cregi
medr
ivet
heneedf
oror
gani
zat
iont
obecomemor
eresponsi
vet
o

t
her
api
ddev
elopmentofgl
obalst
rat
egi
esandl
ocaloper
ati
onall
evel
s.Rei
dand

Hubbel
l(2005)st
ated t
hatcul
tur
eint
heor
gani
zat
ion makest
hepeopl
eto

engagemor
eint
hebusi
nessact
ivi
ti
es.Humanr
esour
cemanagementf
ocuses

onper
sonnelr
elat
edar
eassuchasj
obdesi
gn,r
esour
cepl
anni
ngper
for
mance

managementsy
stem,r
ecr
uit
ment
,sel
ect
ion,andcompensat
ionandempl
oyee

r
elat
ions.Among t
he v
ari
ous f
ormali
ntent
ions,per
for
mance ev
aluat
ion and

managementsy
stem i
stheoneoft
hei
mpor
tantaspect
sthatr
elat
est
othe

sat
isf
act
ionofempl
oyee.Bui
l
dingbl
ockofenhanci
ngper
for
mancei
scr
eat
inga

per
for
mancecul
tur
e.Thesat
isf
act
ionofempl
oyeesonper
for
manceev
aluat
ion

i
ncr
easeswhent
hegapbet
weenexcept
ionsandout
comeconv
erges.Tohav
e

t
her
ightexpect
ati
ons,knowl
edgeaboutt
heper
for
mancemeasur
ementsy
stem
i
sessent
ial
.Thev
ari
ousaspect
sofper
for
manceappr
aisalsy
stem i
napr
ivat
e

l
i
mit
edcompanyi
sst
udi
edi
nthi
sthe
wor
k.Theor
gani
zat
ionsel
ect
edf
ort
hest
udyi
sMar
uti
SuzukiatHoshi
arpur
,

Per
for
manceappr
isalandEmpl
oyeesat
isf
act
ion
Per
for
mance appr
aisali
sthe pr
ocessofobt
aini
ng,anal
yzi
ng and r
ecor
ding

i
nfor
mat
ion aboutt
he r
elat
ive wor
th ofan empl
oyee.The f
ocus oft
he

per
for
manceappr
aisal
ismeasur
ingandi
mpr
ovi
ngt
heact
ualper
for
manceoft
he

empl
oyeeandal
sot
hef
utur
epot
ent
ialoft
heempl
oyee.Accor
dingt
oFl
i
ppo,a

pr
omi
nentper
sonal
i
tyi
nthef
iel
dofHumanr
esour
ces,
"per
for
manceappr
aisali
s

t
hesy
stemat
ic,per
iodi
candani
mpar
ti
alr
ati
ngofanempl
oyee’
sexcel
l
encei
n

t
hemat
ter
sper
tai
ningt
ohi
spr
esentj
obandhi
spot
ent
ialf
orabet
terj
ob.
"

Per
for
manceappr
aisali
sasy
stemat
icwayofr
evi
ewi
ng and assessi
ng t
he

per
for
manceofanempl
oyeedur
ingagi
venper
iodoft
imeandpl
anni
ngf
orhi
s

f
utur
e.Per
for
manceappr
aisali
sapower
fult
oolt
ocal
i
brat
e,r
efi
neandr
ewar
d

t
heper
for
manceoft
heempl
oyee.Per
for
manceappr
aisalhel
pst
oanal
yzehi
s

achi
evement
sandev
aluat
ehi
scont
ri
but
iont
owar
dst
heachi
evement
soft
he

ov
eral
lor
gani
zat
ional
goal
s.

Empl
oyeesat
isf
act
ioni
sthet
ermi
nol
ogyusedt
odescr
ibewhet
herempl
oyees

ar
ehappyandcont
ent
edandf
ulf
il
li
ngt
hei
rdesi
resandneedsatwor
k.Many

measur
espur
por
tthatempl
oyeesat
isf
act
ioni
saf
act
ori
nempl
oyeemot
ivat
ion,

empl
oyeegoalachi
evement
,andposi
ti
veempl
oyeemor
alei
nthewor
kpl
ace.

Fact
orscont
ri
but
ingt
oempl
oyeesat
isf
act
ioni
ncl
udet
reat
ingempl
oyeeswi
th

r
espect
,pr
ovi
dingr
egul
arempl
oyeer
ecogni
ti
on,
empower
ingempl
oyees,
off
eri
ng

abov
eindust
ry-
aver
agebenef
it
sandcompensat
ion,pr
ovi
dingempl
oyeeper
ks

andcompanyact
ivi
ti
es,
andposi
ti
vemanagementwi
thi
nasuccessf
ramewor
kof
goal
s,measur
ement
s,andexpect
ati
ons.

1
Empl
oyeesat
isf
act
ioni
sof
tenmeasur
edbyanony
mousempl
oyeesat
isf
act
ion

sur
vey
sadmi
nist
eredper
iodi
cal
l
ythatgaugeempl
oyeesat
isf
act
ion.

Per
for
manceappr
aisali
nanor
gani
zat
ioni
sai
medati
mbi
bingi
nfor
mat
iont
othe

empl
oyeesaboutt
hei
rjobandamountofef
for
tandbehav
iourexpect
edf
rom

t
hem.Ont
heot
herhand,
sat
isf
act
ionofempl
oyeesi
smeet
ingexpect
ati
ons.The

per
for
manceappr
aisali
sat
oolf
orpr
omot
ionandpayf
ixat
ioni
nthecompany
.

Hence sat
isf
act
ion oft
he empl
oyee on per
for
mance appr
aisalpl
ays and

i
mpor
tantr
olei
nthepr
oduct
ivi
ty.Theper
for
manceappr
aisali
sthecr
eat
ionof

shar
ed v
ersi
on of or
gani
zat
ionalobj
ect
ives,occasi
onal
l
ythr
ough mi
ssi
on

st
atement
scommuni
cat
edt
otheempl
oyees.Per
for
mancer
evi
ewmeasur
est
he

i
ndi
vi
dualt
arget
srel
ati
ngt
otar
getoft
heoper
ati
nguni
tswi
thi
ntheor
gani
zat
ion.

The sat
isf
ied empl
oyee wi
l
lshow pr
ogr
ess t
owar
ds t
he t
arget
s of t
he

or
gani
zat
ion.Per
for
mance r
evi
ew hel
ps t
oident
if
ytr
aini
ng needs among

empl
oyee.Hence st
udy on t
he sat
isf
act
ion of t
he empl
oyees wi
tht
he

per
for
manceappr
aisalpr
ocessi
nanor
gani
zat
ioni
simpor
tantar
eaofhuman

r
esour
cemanagement
.

SUMMARY
Per
for
manceappr
aisali
sanessent
ialmanagementt
echni
que.Thest
udyai
mst
o

measur
ethe sat
isf
act
ion oft
he manager
ialempl
oyeeson t
he per
for
mance

appr
aisalsy
stem i
nMar
utiSuzuki,
Hoshi
arpur
.Thequest
ionnai
resur
veymet
hod

i
sadopt
ed f
orev
aluat
ing t
hesat
isf
act
ionoft
heempl
oyees.Ther
esponses

i
ndi
cat
ed t
hatt
he empl
oyees ar
e sat
isf
ied wi
tht
he per
for
mance appr
aisal

sy
stem i
nMar
uti
Suzuki
,Hoshi
arpur
.
 2

2.COMPANYPROFI
LE

I
NTRODUCTI
ON

Hoshi
arpurAut
omobi
l
eswasest
abl
i
shedopposi
teI
TI.Jal
andhar
r
oaddur
ingt
hey
ear1980.I
tjoi
nedwi
thMar
utiAut
hor
izedSer
viceSt
ati
on(
MASS)I
n
1993andon31Aug.2001i
tbecamet
heaut
hor
izeddeal
erofMar
utiSuzukiby
est
abl
i
shi
ngi
tsShowRoom andwor
kshopatv
il
lageSi
ngr
iwal
a,Jal
andharr
oad.

Mar
utiSuzukiI
ndi
aLi
mit
edcommonl
yref
err
edt
oasMar
utiandf
ormer
lyknownas
Mar
utiUdy
ogLi
mit
ed,i
sanaut
omobi
l
emanuf
act
ureri
nIndi
a.I
tissubsi
diar
yof
Japaneseaut
omobi
l
eandmot
orcy
clemanuf
act
urerSuzuki
.Mar
utiwasi
ncor
por
ated
i
n1981asagov
ernmentcompany
.Theyst
art
edpr
oduct
ioni
nDecember1983wi
th
col
l
abor
ati
onofSuzukiofJapan.I
nit
ial
l
ySuzukihad26% equi
tywhi
chhassi
nce
i
ncr
easedt
o40%.
AsofNov
ember2012,i
thadamar
ketshar
eof37% oft
heI
ndi
anpassengercar
mar
ket
.Mar
utiSuzukimanuf
act
uresandsel
l
sacompl
eter
angeofcar
sfr
om t
he
ent
ryl
evelAl
to,
tot
hehat
chbackRi
tz,
A-St
ar,
Swi
ft
,WagonR,
ZenandSedansDzi
re,
Ki
zashiandSX4,i
nthe‘
c’segmentEeco,Omni
,Mul
tiPur
posev
ehi
cleSuzukiEr
ti
ga
andSpor
tsUt
il
it
yvehi
cleGr
andVi
tar
a.
HUMANRESOURCEPRACTI
CESI
NMARUTISUZUKI
HRVI
SION
LeadandFaci
l
itat
econt
inuouschanget
owar
dsor
gani
zat
ionalexcel
l
ence,cr
eat
ea
l
ear
ningandv
ibr
antor
gani
zat
ionwi
thhi
ghsenseofpr
ideamongsti
tsmember
s.
HRI
NITI
ATI
VES
 Pr
epar
eMULSt
rat
egi
cBusi
nessPl
ant
oachi
evet
hev
isi
on&Goal
 I
mpr
ovet
heper
for
manceAppr
aisal
syst
em-i
tspr
ocess,
ski
l
l&usage
 I
mpr
ovement
sini
nter
nal
&ext
ernal
Trai
ning&i
tsef
fect
iveut
il
izat
ion.
 Sy
stemat
iccar
eerpl
anni
ng;
JobRot
ati
on;
Empot
hey
rment
;Jobenr
ichment
 Ret
ent
ionofTal
ent

3
HOSHI
ARPUTAUTOMOBI
LE’
SJOURNEYWI
THMSI
L
(
MICROSOFTI
NTERMEDI
ATELANGUAGE)

 1980–I
nApr
ilS.Aj
vi
nderSi
nghest
abl
i
shedaf
ir
m named
Hoshi
arpurAut
omobi
l
es.
 St
art
edasaser
vicest
ati
onof“
Baj
ajTempoLt
dPune’
’
 1995–est
abl
i
shedaspar
epar
tsBout
iquei
naugur
atedbyD.
Dwi
vedi
from MSI
L.
 2001–August2001Aut
hor
izedDeal
ershi
pInaugur
atedbySant
BabaSat
nam Si
nghj
ion4thAugust2001
 2001–i
naugur
ati
onofshowr
oom byMr
.NSKahl
on,
Mini
ster
Punj
abGov
ernment
,&Mr
.JSugi
mor
i,Di
rect
orSaandMar
ket
ing
MSI
Lon31August
 2003–setupTr
ueVal
ueOpp.I
TIi
ntheci
ty.
4
BUSI
NESSMI
X

 Mar
uti
Finance
 Mar
uti
Insur
ance
 Mar
uti
Genui
neAccessor
ies
 Mar
uti
Aut
oCar
d
 Mar
uti
Dri
vi
ngSchool
 Mar
uti
TrueVal
ue
 Mar
uti
Genui
nePar
ts

MARUTIFI
NANCE

Mar
utiFi
nancehel
pscust
omer
sreal
i
zet
hei
rdr
eam ofowi
ngacar
,wi
thi
deal
s
f
inancedeal
ssui
tedf
ort
hecust
omer
s,,
rightatt
hedeal
ershi
pst
art
ingf
rom
choosi
ngt
her
ightf
inanci
eruni
tthecompl
eti
onofl
oanf
ormal
i
ties.

 onest
opshopf
orcust
omer
sneed
 wi
derChoi
ceoff
inanci
er
 Speci
alof
ferandbenef
it
s
 Cr
eat
ingcust
omerdel
i
ght

5
MARUTII
NSURANCE

Mar
uti
Insur
anceBr
oki
ngpr
ivat
eli
mit
edar
eInsur
anceBr
oker
sLi
censedbyI
RDA.
Theyt
akecar
eofal
lyourcari
nsur
anceneedsonasi
ngl
ewi
ndowconceptand
t
rust
edf
ort
hei
rcust
omercent
ri
cappr
oachandser
vice
Mar
uti
Insur
anceof
fer
sspeci
almot
ori
nsur
ancepr
oduct
sfr
om l
eadi
ngi
nsur
ance
compani
esl
i
keNat
ional
Insur
ance,
NewI
ndi
aAssur
ance,
ICI
CI

ADVANTAGES
 Near
lyCashl
essset
tl
ementofcl
aim.
 Fai
randf
ast
ercl
aim set
tl
ement
.
 Easyt
ransf
erofnocl
aim Bonus.
 NoSal
vagechar
gesf
rom cust
omer
s
 Zer
odepr
eci
ati
oncov
er.
 Deal
erassi
stedt
owi
ngf
aci
l
ity
.

6
MARUTIGENUI
NEPARTS

SuzukiGenui
nepar
tsensur
ethaty
ourcarr
emai
nsl
i
ket
heor
igi
nal
,downt
othe
smal
l
estpar
t.Wehav
eahugenet
wor
kofMar
utiSuzukideal
ersandser
vicest
ati
on
acr
osst
henat
ion,
ther
etohel
pyouwi
thgenui
nespar
epar
ts.
Eachpar
tscheckedf
orqual
i
ty,r
e-checked.Onl
ythenwi
l
lourengi
neer
scl
ear
par
tforsal
etoy
ou.

ADVANTAGES

 Assur
anceofsaf
etyoft
hev
ehi
cleandpassenger
s
 Nof
requentr
epai
rs.
 I
ncr
easei
nthel
i
feofv
ehi
cle.
 Nonoi
seandv
ibr
ati
on.
 Lessf
uel
consumpt
ion.
 Comf
ort
abl
edr
ivi
ngandr
ide.

7
MARUTIGENUI
NEACCESSORI
ES

EachSuzukiGenui
neAccessor
iespr
oductcombi
nesqual
i
ty,dur
abi
l
ity
,aest
het
ics
anddesi
gnt
ocompl
ementy
ourcar
.Mor
eov
er,gi
vesy
ourmanyy
ear
sofdr
ivi
ng
pl
easur
eandt
hepr
ideofowi
ngaMar
uti
Suzuki
car
.

BENEFI
TS

 MSI
L(Mar
uti
Suzuki
Indi
aLi
mit
ed)I
nsur
ance.
 St
rengt
hofbr
and
 Tai
l
ormadef
ort
hev
ehi
cle.
 Ski
l
ledmanpowert
ofi
ttheaccessor
ies.
 Al
li
temsar
eav
ail
abl
eunderoner
oof
.
 Bet
terr
esal
eval
ue.

MARUTITRUEVALUE

Mar
uti
TrueVal
uesi
sIndi
alar
gestcer
ti
fi
ed,
usedcardeal
ersnet
wor
k,wi
th
ar
ound1040out
let
s.I
tssy
stem andpr
ocessensur
ethatt
ransact
ioni
nusedcar
s
ar
efai
randTr
anspar
ent
.

EXCHANGEADVANTAGE

 Bestpr
icef
ory
ourcar
,tr
anspar
entev
aluat
ion.
 Bestdeal
sonnewcar
s.
 Zer
odownpay
mentandl
owEMI
.
 Yourcargoesi
ntot
her
ighthands.
 Cl
eandocument
ati
on.
 Exchangebonus.

8
MARUTIAUTOPARTS

GetaMar
uti
Suzuki
loy
alt
ycar
dandgetr
ewar
dedwi
thhi
ghv
alueAut
opoi
nts.Thi
s
i
snotal
lyougetanat
tract
iveexchangel
oyal
tybonusof3000aut
opoi
ntswheny
ou
exchangey
ourexi
sti
ngcarwi
tht
hel
atestMar
uti
Suzuki
car
.

 3%v
aluebackandmuchmor
e.
 Excl
usi
vedi
scountoncarr
efer
ral
s.
 Exi
sti
ngr
ewar
dsoncarr
efer
ral
s.
 Compl
i
ment
arygi
ftv
oucher
s.

MARUTIDRI
VINGSCHOOL

Openedi
nassoci
ati
onwi
thourdeal
ernet
wor
k,MDSi
swher
eyoucanget
wor
ld-
classdr
ivi
ngt
rai
ningt
ogoaheadanddr
ivi
ngwi
thconf
idence’

BENEFI
TS

 I
nter
nat
ional
Qual
i
tyTr
aini
ng.
 Pr
ofessi
onal
Simul
ator
s
 Fl
eetonACcar
s
 Bestchoi
cef
orf
ami
l
ymember
syourdearones.
 Regul
arEv
aluat
ionar
eas.
 Cer
ti
fi
cat
iononpassi
ngout

9
Chapt
er3
THEORI
TICALFRAMEWORK

I
ntr
oduct
ion
I
nsi
mpl
eter
ms,appr
aisali
stheassessmentofani
ndi
vi
dualper
for
mancei
na

sy
stemat
icway
.Theper
for
mancear
egener
all
ymeasur
edagai
nstsuchf
act
ors

asknowl
edgeaboutj
ob,qual
i
tyandquant
it
yofout
put
,ini
ti
ati
ves,l
eader
shi
p

abi
l
iti
es,
super
visi
on,
dependabi
l
ity
,co-
oper
ati
on,
judgment
,ver
sat
il
it
y,heal
thet
c.

Theassessmentofanempl
oyeei
sexpect
edt
ocov
erbot
hpastper
for
manceand

pot
ent
ial
sthatcanbedr
awni
nfut
ure.Al
ter
nat
eter
msusedf
orper
for
mance

appr
aisal(
PA) ar
e per
for
mance r
evi
ew,per
for
mance ev
aluat
ion,(
car
eer
)

dev
elopmentdi
scussi
on,
orempl
oyeeappr
aisal
.

Empl
oyeesat
isf
act
ioni
sameasur
eofhowhappywor
ker
sar
ewi
tht
hei
rjoband

wor
kingenv
ironment
.Keepi
ngmor
alehi
ghamongwor
ker
scanbeoft
remendous

benef
itt
oanycompany
,ashappywor
ker
swi
l
lbemor
eli
kel
ytopr
oducemor
e,

t
akef
ewerday
sof
f,andst
ayl
oyalt
othecompany
.Ther
ear
emanyf
act
orsi
n

i
mpr
ovi
ng ormai
ntai
ning hi
gh empl
oyee sat
isf
act
ion,whi
ch wi
seempl
oyer
s

woul
ddowel
ltoi
mpl
ement
.

Empl
oyeesat
isf
act
ioni
srel
atedt
otheper
for
manceappr
aisalsy
stem i
nthe

company
.Int
heappr
aisalsy
stem,
str
engt
hsoft
heempl
oyeeshal
lber
ecogni
zed

andr
ewar
dedt
oimpr
ovet
hesat
isf
act
ion.Si
mil
arl
y,t
heweaknessesshal
lbe

poi
ntedouti
ntheappr
aisal
syst
em f
oreducat
ionandcar
eerdev
elopment
.
Def
ini
ti
onofPer
for
manceappr
aisal
Per
for
manceappr
aisal
ist
hesy
stemat
icev
aluat
ionoft
hei
ndi
vi
dual
wit
hrespect

t
ohi
sor

10

herper
for
manceonj
obandhi
sorherpot
ent
ial
fordev
elopment
.

Per
for
mance appr
aisali
sthe f
ormal
,st
ruct
ured sy
stem ofmeasur
ing and

ev
aluat
ingt
heempl
oyeesj
obr
elat
edbehav
ior
sandout
comest
odi
scov
erhow

andwhyt
heempl
oyeei
spr
esent
lyper
for
mingont
hej
obandhowt
heempl
oyee

canper
for
m mor
eef
fect
ivel
yint
hef
utur
esot
hatempl
oyee,or
gani
zat
ionand

soci
etyal
lbenef
it
.(Aswat
happa,
2005)
.

Per
for
manceappr
aisali
sthepr
ocessofi
dent
if
ying,obser
ving,measur
ingand

dev
elopi
nghumanper
for
mancei
nor
gani
zat
ion(
Car
rol
andSchei
der
,1982)

Hi
stor
yofPer
for
manceappr
aisal

Per
for
manceappr
aisal

Admini
strat
ive Sel
f-
dev
elopmentof
purpose employees

Pr
omot i
onand I
denti
fi
cat
ionof
pl
acement str
ength
Tr
ansferand weakness
fut
uretrai
ning
demoti
ons needs
Wagesandsal
ary
fi
xat
ion
 Trai
ningand
manpowerpl anning
Personnelr
esearch
Creati
ngfavourable
i
mpacton
employees
Miscell
aneous
administ
rati
ve
purposes

Pur
poseofper
for
manceappr
aisal
11
Sashki
n(1944)suggest
sthatper
for
manceappr
aisalhasbeenwi
thusf
oral
l

humanhi
stor
yandi
tshow nopr
ospect
sofbei
ngr
eadyf
ort
her
ubbi
shheap.

Scot
tsetal
.(1941)ci
tedt
hatt
heper
for
manceappr
aisalwasf
ir
stusedbyar
my

i
nWor
ldwaronet
oassesst
heper
for
manceofof
fi
cer
s.Mur
phyandCl
evel
and

(
1995)poi
ntedoutt
hatper
for
manceappr
aisalpr
obabl
ybegani
nUni
tedSt
atesi
n

1813whenUSAr
myGener
alLewi
sCasssubmi
tt
edanev
aluat
ionofmeni
nthe

cr
ewt
oWardepar
tment
.Int
hel
ate1960’
s,per
for
manceappr
aisalwasusedby

manycompani
est
hatexper
iencedout
backi
ngov
ernmentcont
ract
stomake

l
ayof
fandr
etent
iondeci
sions.Nor
th(
2005)st
atedt
hatper
for
manceappr
aisal

canbecl
aimedt
obet
hewor
ld’
ssecondol
destpr
ofessi
on.

Pur
posesofper
for
manceappr
aisal
Appr
aisaloft
heper
for
manceoft
heempl
oyeesi
scar
ri
edoutf
ort
womaj
or

pur
poses,namel
y,admi
nist
rat
ive pur
pose and sel
fimpr
ovementand sel
f

dev
elopmentofempl
oyees.

Pr
omot
ionandpl
acementofempl
oyees

Oneoft
hemaj
oradmi
nist
rat
ivepur
posesofper
for
manceappr
aisal
ist
opr
omot
e

t
heempl
oyeest
aki
ngi
ntoaccountoft
hei
rcompet
enceandper
for
manceov
er

cer
tai
nper
iodofser
vice.Qual
i
tyandquant
um ofwor
kper
for
medser
vesast
he

basi
sforpr
omot
ioni
ncaseswhenpr
omot
ionsar
egi
vi
ngbymer
it
s.Appr
aisal

sy
stem i
dent
if
ieswhet
hert
heempl
oyeecanbeassi
gnedhi
gherposi
ti
onsi
nthe

or
gani
zat
ion.Thepr
omot
ionont
hebasi
sofappr
aisali
sint
hei
nter
estofbot
h

t
hemanagementanempl
oyee.Per
for
manceappr
aisali
susef
ulf
orpost
ingt
he

r
ightcandi
dat
ewi
thi
ntheor
gani
zat
ion.
12
Tr
ansf
ersanddemot
ions
I
n or
gani
zat
ion, cer
tai
n per
sonnel act
ions, namel
y,t
ransf
er, demot
ions,

di
sci
pli
nar
yact
ionsanddi
schar
gesar
erequi
redt
obet
akenbyt
hemanagement
.

Suchact
ionsneedt
obet
akeni
naf
airandi
mpar
ti
almanner
.Theper
for
mance

appr
aisalr
epor
tscanbeusedf
ort
aki
ngf
inaldeci
sionsonsuchact
ivi
ti
es.The

sui
tabl
e empl
oyee can be i
dent
if
ied f
ornew assi
gnment
s ordeput
ati
on by

ev
aluat
ingt
heper
for
manceappr
aisal
.

Wagesandsal
arypay
ment
Wageorsal
arypay
menti
snor
mal
l
yli
nkedwi
thper
for
manceappr
aisal
.Wage

i
ncr
easei
sbasedont
heper
for
manceappr
aisalr
epor
ts.Bet
terper
for
mancei
n

t
hemanager
iall
eveli
snor
mal
l
yrewar
dedbyaddi
ti
onalsal
arypay
ment
.For

j
udgi
ngt
heper
for
manceofexecut
ives,
per
iodi
calappr
aisali
sessent
ial
.Iti
sal
so

usef
ulf
oral
l
ocat
ingr
ewar
dst
odeser
vingempl
oyees.

Tr
aini
ngandmanpowerdev
elopment
Per
for
mance appr
aisali
s usef
ulf
orv
ali
dat
ing t
he sel
ect
ion f
orspeci
ali
zed

t
rai
ninganddev
elopmentpr
ogr
ammes.Appr
aisalhel
pst
oident
if
ytheski
l
lsand

compet
encesandal
sot
heweaknessi
ntheempl
oyee.Theappr
aisalenabl
es

managementt
oident
if
ythear
easoft
rai
ningpr
ogr
ammet
obeor
gani
zedi
n

f
utur
e.Theneedf
orexecut
ivet
rai
ningf
ormanager
sint
henew pl
acement
sis

or
gani
zed af
terev
aluat
ion ofper
for
manceappr
aisal
.Theappr
aisalhel
pst
o

i
dent
if
yrequi
rementofi
n-houseori
nst
it
uti
onalt
rai
ning.Per
for
manceappr
aisal
is

ausef
ult
ool
ofev
aluat
ingt
rai
ninganddev
elopmentneedsoft
heor
gani
zat
ion.

Per
sonnelr
esear
ch
Per
for
manceappr
aisalser
vesasaf
eedbackt
omanagementi
nthear
eaof
per
sonnel

13

r
esear
ch.The human capi
tali
nthe or
gani
zat
ion can be measur
ed and

f
orecast
edbasedon

t
heappr
aisal
.Themanpowerr
epl
acementpr
ocedur
ecanbei
nit
iat
edf
ort
he

r
eti
ri
ngper
sonneli
ntheor
gani
zat
ion.Theappr
aisali
soneoft
hecomponent
s

used f
ort
he manpowerdemand f
orecast
.The v
aluabl
einf
ormat
ion i
nthe

appr
aisal
canbeusedt
omeasur
emot
ivat
ionandsat
isf
act
ioni
nempl
oyees.

Fav
orabl
eimpactonempl
oyees
Theper
for
manceappr
aisalcr
eat
esa f
avour
abl
eimpacton empl
oyees.The

appr
aisali
sat
oolf
ori
dent
if
yingt
alent
edper
sons,pr
omot
ions,t
rai
ningand

sal
aryf
ixat
ion.Theempl
oyeeswi
l
lbemot
ivat
edt
oscor
ehi
ghi
ntheappr
aisal

sy
stem f
orr
ecei
vi
ngi
ncent
ivesorbet
terpl
acement
.The,appr
aisalwi
l
lhel
pto

t
akeameani
ngf
uldeci
sioni
ntr
ansf
erandpr
omot
ions.I
nbr
ief
,per
for
mance

appr
aisalgi
ves f
avour
abl
eimpact on empl
oyees.Per
for
mance appr
aisal

i
mpr
ovest
hemor
aleandof
fer
soppor
tuni
ti
esofcar
eerdev
elopment
.

Mi
scel
laneousadmi
nist
rat
ivepur
posesofappr
aisal
The mi
scel
l
aneous admi
nist
rat
ive pur
poses ar
e(i
)to conf
ir
m t
he ser
vice

pr
obat
ionar
yoft
he empl
oyees af
tert
he compl
eti
on ofpr
obat
ionar
yper
iod

successf
ull
y,(
ii
)toi
mpr
ovecommuni
cat
ionandcooper
ati
onbet
weensuper
ior

and subor
dinat
es and (
ii
i)t
o det
ermi
ne whet
herHR pr
ogr
ammes,namel
y,

sel
ect
ion,
trai
ningandt
ransf
ersar
eef
fect
iveornot
.

Sel
fimpr
ovementofempl
oyees
I
n addi
ti
on t
o admi
nist
rat
ive pur
pose,per
for
mance appr
aisalf
aci
l
itat
es sel
f
 i
mpr
ovementanddev
elopmentofempl
oyee.Appr
aisalsuggest
stheweakness

andshor
tcomi
ngsoft
heempl
oyee.I
tser
vesasf
eedbackt
otheempl
oyee.

Appr
aisal
isf
oll
owedbydi
scussi
on

14

bet
weent
her
aterandempl
oyeei
naspi
ri
tofcooper
ati
onandmut
ual
under
standi
ng.

Counsel
i
ngofempl
oyeesf
ori
mpr
ovi
ngt
hei
rper
for
mancei
sconduct
edbypost

appr
aisal
int
erv
iews.

Usesofper
for
manceappr
aisal
Theusesofper
for
manceappr
aisalar
eadmi
nist
rat
ive,mai
ntenanceuseand

document
ati
on.Admi
nist
rat
ive use ofper
for
mance appr
aisali
sto measur
e

per
for
mancef
oradmi
nist
rat
ivedeci
sionsofempl
oyees.Thepur
posesi
ncl
ude

r
ewar
ding,pr
omot
ion,l
ayof
f,t
rai
ninget
c.Theappr
aisali
sat
oolf
ormeasur
ing

i
ndi
vi
dualper
for
mancei
ntheor
gani
zat
ion.I
nthi
scase,manageri
sfeat
ured

mor
eascounsel
ort
hanaj
udge.Theemphasi
sisgi
venf
ori
dent
if
yingpot
ent
ial

andpl
anni
nggr
owt
hoppor
tuni
ti
esofempl
oyee.

Mai
ntenanceuseofper
for
manceappr
aisali
stocar
ryf
unct
ionssuchashuman

r
esour
cepl
anni
ng,det
ermi
ningt
rai
ningneedset
c.f
ort
hesmoot
hfunct
ioni
ngof

sub-
syst
ems.Document
ati
onofper
for
manceappr
aisali
susedf
ort
hepur
pose

ofr
ecor
ding t
he dev
elopmentofempl
oyee t
hroughoutt
he car
eeri
nthe

or
gani
zat
ion.

Appr
oachesofPer
for
manceappr
aisal
Ther
ear
etwoappr
oachesi
nper
for
manceappr
aisal
,namel
y,i
nfor
malappr
oach

and sy
stemat
ic appr
oach.I
nfor
malappr
oach i
s conduct
ed whenev
ert
he
super
visorf
eel
siti
snecessar
y.Theday
-to-
daywor
kingr
elat
ionshi
pbet
weena

managerandempl
oyeeof
fer
sanoppor
tuni
tyf
ort
hej
udgmentofempl
oyee

per
for
mance.Thej
udgmentofi
nfor
malappr
oachi
scommuni
cat
edonj
oboron

cof
feet
imeconv
ersat
ion.Fr
equenti
nter
nalf
eedbackt
oempl
oyeescanav
oid

sur
pri
seswhent
hef
ormal
eval
uat
ioni
scommuni
cat
ed.

15
Ti
mingofappr
aisal
Ar
egul
art
imei
nter
vali
saf
eat
ureofsy
stemat
icappr
aisal
sthatdi
sti
ngui
shes

t
hem f
rom i
nfor
malappr
aisal
s.Theappr
aisal
sar
econduct
edonceort
wicei
nan

y
ear
.Thecompani
esi
nhi
ght
echnol
ogyorsof
twar
efi
eldconductappr
aisali
n

ev
erysi
xmont
hssot
hatt
heempl
oyeesar
epr
omot
edmor
efr
equent
ly.Thi
s

r
esul
tsi
nreduct
ioni
ntur
nov
erofempl
oyees.I
nMar
utiSuzuki
,theappr
aisali
s

conduct
edi
nev
eryy
ear
.

Obj
ect
ivesofper
for
manceappr
aisal
 Tor
evi
ewt
heper
for
manceoft
heempl
oyeesov
eraper
iodoft
ime

 Toj
udget
hegapbet
weenact
ual
anddesi
redper
for
mance

 Tohel
pthemanagementi
nexer
cisi
ngor
gani
zat
ional
cont
rol
.

 Hel
pst
ost
rengt
hent
her
elat
ionshi
pandcommuni
cat
ionbet
weensuper
ior

andsubor
dinat
es

 Todi
agnoset
hest
rengt
hsandweaknessoft
hei
ndi
vi
dual
ssoast
o

i
dent
if
ythet
rai
ninganddev
elopmentneedsi
nthef
utur
e

 Topr
ovi
def
eedbackt
otheempl
oyeesr
egar
dingt
hei
rpastper
for
mance

 Pr
ovi
deinfor
mat
iont
oassi
sti
ntheot
herper
sonal
deci
sionsi
nthe
or
gnai
sati
on.

 Pr
ovi
deinfor
mati
ont
oassi
sti
not
herper
sonal
deci
sionsi
nthe
or
gani
zati
ons.

 Topr
ovi
decl
ari
tyofexpect
ati
onsandr
esponsi
bil
i
tiesoft
hef
unct
ionst
o

beper
for
medbyempl
oyees

 Toj
udget
heef
fect
ivenessoft
hehumanr
esour
cef
unct
ions,
namel
y,

r
ecr
uit
ment
,sel
ect
ion,
trai
ninganddev
elopment
.
 Tor
educet
hegr
iev
ancesoft
heempl
oyees

 Tocal
i
brat
e,r
efi
neandr
ewar
dtheper
for
manceoft
heempl
oyee.
16
Pr
ocessofper
for
manceappr
aisal
Est
abl
i
shi
ngper
for
mancest
andar
ds

Ev
aluat
ionwi
thoutst
andar
dsi
smeani
ngl
ess.Assuch,appr
aisalpr
ocessst
art
s

wi
tht
hesear
chofst
andar
ds.Ther
ightst
andar
dsar
etobesel
ect
ed,
def
inedand

est
abl
i
shed f
or maki
ng appr
aisal meani
ngf
ul and cl
ear
. The st
andar
ds

est
abl
i
shedbycar
efulanal
ysi
sshoul
dbeusedast
hebasef
orr
ati
ngt
heact
ual

per
for
mance ofempl
oyees.The st
andar
ds setshoul
d be compr
ehensi
ve,

i
ntegr
ati
ngal
laspect
soft
hedesi
redper
for
manceandt
heyshoul
dal
socl
ear
,

easi
l
yunder
standabl
eandmeasur
abl
e.

Est
abl
i
shi
ngper
for
manceappr
aisal

Communi
cat
ingst
andar
dsandexpect
ati
ons

Measur
ingact
ual
per
for
mance

Compar
ingwi
thst
andar
ds

Di
scussi
ngr
esul
ts

Deci
sionmaki
ngandcor
rect
ive

per
for
manceappr
aisal
process

Communi
cat
ingst
andar
ds

Forbet
terwor
kingoft
heappr
aisalsy
stem,
allt
heempl
oyeesshoul
dbeawar
eof

t
hepr
ocessandmet
hods.Thei
nfor
mat
ionaboutt
hest
andar
dsandusef
ulness

t
oappr
aiset
he
17
per
for
manceshoul
dbecommuni
cat
edt
otheempl
oyeesoft
heor
gani
zat
ion.The

empl
oyee shoul
d al
so seek t
o know t
he st
andar
ds and t
he appl
i
cat
ion i
n

appr
aisalpr
ocess.Wel
l
-inf
ormedempl
oyeeswi
l
lbecl
earaboutt
her
olesand

per
for
mance expect
ati
ons.Super
visor
s wi
l
lbe cl
earaboutt
he r
oles oft
he

ev
aluat
ors.Goodcommuni
cat
ionhel
psi
nmeani
ngf
uldi
scussi
ons,cl
ari
fi
cat
ions

andcommi
tment
.Itgi
vesanoppor
tuni
tyt
omodi
fyst
andar
dsatt
hei
nit
ialst
age

i
tsel
fbasedonr
elev
antf
eedbackf
rom t
heempl
oyeesorev
aluat
ors.

Measur
ingt
heact
ualper
for
mance

Themostdi
ff
icul
tpar
toft
heper
for
manceappr
aisalpr
ocessi
smeasur
ingt
he

act
ualper
for
manceort
hewor
kdonebyt
heempl
oyeeov
eraspeci
fi
cper
iodof

t
ime.I
tis cont
inuous pr
ocess whi
ch i
nvol
ves moni
tor
ing t
he per
for
mance

t
hrought
hey
ear
.Thi
sst
ager
equi
rescar
efulsel
ect
ionofappr
opr
iat
etechni
que

ofmeasur
ement
,taki
ngcar
ethatper
sonalbi
asdoesnotaf
fectt
heout
comeof

t
hepr
ocessandpr
ovi
dingassi
stancer
athert
hani
nfer
ri
ngi
nempl
oyee’
swor
k.

Compar
ingt
heact
ualper
for
mancewi
thst
andar
ds

The act
ual per
for
mance i
s compar
ed wi
th st
andar
d per
for
mance. The

compar
isont
ell
sthedev
iat
ionsi
ntheper
for
manceoft
heempl
oyeef
rom t
he

est
abl
i
shedst
andar
d.Ther
esul
tscanbr
ingoutt
heact
ualper
for
mancebei
ng

l
ess t
han t
he desi
red per
for
mance depi
cti
ng a negat
ive dev
iat
ion i
nthe

or
gani
zat
ionalper
for
mance.I
tinducesr
ecal
l
ing,ev
aluat
ingandanal
ysi
sofdat
a

r
elat
edt
otheempl
oyeeper
for
mance.

Di
scussi
ngr
esul
ts

Ther
esul
toft
heappr
aisali
scommuni
cat
edanddi
scussedwi
tht
heempl
oyeeon
one-
to-

18

onebasi
s.Thef
ocusoft
hedi
scussi
oni
soncommuni
cat
ionandl
i
steni
ng.The

r
esul
t,t
he

pr
obl
emsand t
hepossi
blesol
uti
on ar
edi
scussed wi
tht
heai
m ofpr
obl
em

sol
vi
ngandr
eachi
ngconsensus.Thef
eedbackshoul
dbegi
venwi
thaposi
ti
ve

at
ti
tudeast
hiscanhav
eanef
fectont
heempl
oyeef
utur
eper
for
mance.The

pur
pose oft
he meet
ing i
sto sol
vet
he pr
obl
ems f
aced and mot
ivat
ethe

empl
oyeest
opper
for
m bet
ter

Deci
sionmaki
ng

Thel
astst
epoft
heper
for
manceappr
aisalpr
ocessi
stot
akedeci
sionsi
nor
der

t
oimpr
oveper
for
mance,i
dent
if
ycor
rect
iveact
ionsori
mpl
ementHRdeci
sions

such asr
ewar
ds,pr
omot
ions,t
ransf
erset
c.A bet
terper
for
manceappr
aisal

sy
stem shoul
dfocusont
hei
ndi
vi
dual
sandhi
sdev
elopmentsoast
omake-
up

t
heempl
oyeet
oper
for
mthedesi
redper
for
mance.Per
for
manceappr
aisali
s

hav
ing di
rectl
i
nkagewi
th per
sonnelmanagementi
nthear
easofsel
ect
ion,

mobi
l
ity
,tr
aini
nget
c.

Per
for
manceAppr
aisalf
ordi
ff
erentwor
kgr
oups
Wor
kfor
ceal
i
gnmentempower
smanager
sandempl
oyeesbycr
eat
ingowner
shi
p

and commi
tment i
n t
he or
gani
sat
ion'
s success by al
i
gni
ng goal
s and

dev
elopmentt
o ov
eral
lst
rat
egy and obj
ect
ives.Fur
ther
mor
e,or
gani
sat
ions

t
aki
ng a compet
ence-
based Per
for
mance Appr
aisalappr
oach achi
eve bet
ter

busi
nessr
esul
ts,
getmor
eengagedempl
oyeesandi
ncr
easedr
etent
ion.
Per
for
mance Appr
aisalper
mit
sto bui
l
d,st
reaml
i
ne,and del
i
verst
rat
egi
c

i
nit
iat
ivesacr
ossr
ecr
uit
ing,on-
boar
ding,per
for
manceappr
aisal
s,compet
ence

assessment
s,l
ear
ninganddev
elopment
,successi
onpl
anni
ngandmor
e.

19

 Goal
ali
gnment&Per
for
manceAppr
aisal

 Feedbackandr
ecogni
ti
on

 Dev
elopmentpl
anni
ng

 Repor
tsandAnal
yti
cs

 Fl
exi
blef
orms

Goalmanagementf
unct
ional
i
ty shows each empl
oyee how t
hei
rindi
vi
dual

per
for
mancegoal
sal
i
gn and suppor
ttheor
gani
sat
ion'
sst
rat
egy
.Byset
ti
ng

SMARTgoal
s(Speci
fi
c– Measur
abl
e– Achi
evabl
e– Real
i
sti
c– Ti
mel
y)and

act
ivi
ti
est
oachi
evet
hese,
manager
sandempl
oyeesgetapr
act
icalandconcr
ete

t
ool
toensur
etheyar
eont
her
ightcour
se.

Per
for
mance Appr
aisal si
mpl
i
fies and st
reaml
i
nes t
he ent
ir
e empl
oyee

per
for
manceev
aluat
ionandcanbeusedst
andal
oneori
ntegr
atedwi
thanyoft
he

ot
hermodul
est
odel
i
veracompl
etecl
oud-
based,per
for
mancedr
ivenhuman

capi
tal
managementsol
uti
on.

HRpr
ofessi
onal
s:Gett
hemostconv
eni
entandcost
-ef
fect
ivewayt
oconduct

per
for
manceev
aluat
ions,al
i
gnandt
rackgoal
s,t
rackempl
oyeepr
ofi
l
es,dev
elop

cr
it
icalcompet
enceandmor
e.Now,HRcanpl
ayast
rat
egi
crol
einhel
pingt
he
or
gani
sat
ionbui
l
dawor
ld-
classwor
kfor
cet
hati
sal
i
gnedanddel
i
ver
ingont
he

busi
nessst
rat
egy
.

Management
:Getasi
ngl
esy
stem t
hatkeepst
heor
gani
sat
ional
i
gned.Theycan

seehowempl
oyeegoal
sar
eal
i
gnedwi
tht
hoseoft
heor
gani
sat
ion,knowwher
e

per
for
mance gaps exi
stand how t
hey
'r
e bei
ng addr
essed,and ensur
ethe

or
gani
sat
ionhast
heski
l
lsi
tneedst
osucceed.

20
Manager
s:Getaconv
eni
entandpower
fult
oolf
oral
i
gni
ngandt
racki
nggoal
s,

managi
ngempl
oyeeper
for
mance,pr
ovi
dingmeani
ngf
ulf
eedbackandcoachi
ng,

andsuppor
ti
ngempl
oyeedev
elopment
.

Empl
oyees:
Gett
hei
rownper
sonal
i
zedpagewher
etheycanaccesst
hei
rappr
aisal
s,

goal
s,dev
elopmentpl
ansandmor
e,i
njustaf
ew cl
i
cks.Empl
oyeesf
eelmor
e

connect
edandengagedbecauset
heyknow what
'sexpect
edoft
hem andcansee

howt
hey
'r
ehel
pingt
heor
gani
sat
ionsucceed.

Per
for
manceAppr
aisalMet
hods
Theappr
aisalmet
hodi
sonecomponentoft
heov
eral
lappr
aisalsy
stem.Most

per
for
manceappr
aisal
sfal
lbr
oadl
yint
othr
eecat
egor
ies:t
radi
ti
onalper
for
mance

appr
aisal(
emphasi
sont
rai
tsoft
hei
ndi
vi
dual
);useofbehav
ior
alcr
it
eri
a;and

obj
ect
ive-
set
ti
ng (
resul
ts or
ient
ed) per
for
mance appr
aisal
.Ther
e ar
evar
ious

met
hodsusedt
oassesst
heper
for
manceofempl
oyees.Suchmet
hodsi
ncl
udet
rai
t

checkl
i
st,r
esponsi
bil
i
tyr
ati
ng,ManagementbyObj
ect
ive(
MBO)
,fr
eef
orm,essay
,

gr
aphi
crat
ingscal
e,f
orcedchoi
ce,
cri
ti
cal
inci
dentandwor
kst
andar
ds.

Tr
aitcheckl
i
stf
eat
uresst
andar
dizedr
ati
ngf
ormsf
orbr
oadgr
oupsofempl
oyees.

Foreachgr
oup,qual
i
tiesor"
tr
ait
s"ofempl
oyeeper
for
mancear
eli
sted.Exampl
es

ar
easf
oll
ows:quant
it
yofwor
k,qual
i
tyofwor
k,dependabi
l
ity
,ef
for
t,i
nit
iat
ive,j
ob

knowl
edge,cooper
ati
veness,pl
anni
ng,t
imel
i
ness,andat
ti
tude.Theadv
ant
ageof

t
het
rai
tcheckl
i
stmet
hodi
sthati
tiseasyt
oinst
allandadmi
nist
rat
e.Al
lempl
oyees

ar
erankedont
hesamet
rai
ts.Ther
ear
esomedi
sadv
ant
agest
othi
smet
hod.The

t
rai
tsar
egener
alanddonotspeci
fi
cal
l
yrel
atet
ojobper
for
mance.Ther
eisa

t
endencyt
ofocusonper
sonal
 21

char
act
eri
sti
csr
athert
hanj
obper
for
mance.Responsi
bil
i
tyr
ati
ngi
nvol
vest
he

dev
elopmentofanduseofposi
ti
ondescr
ipt
ionsf
oreachposi
ti
ont
oincl
udeal
l

maj
or r
esponsi
bil
i
ties and, wher
e appr
opr
iat
e, st
andar
ds of per
for
mance.

Super
visor
srat
eempl
oyeesonr
esponsi
bil
i
tiesi
dent
if
iedont
heposi
ti
ondescr
ipt
ion.

Theadv
ant
ageofr
esponsi
bil
i
tyr
ati
ngi
sthatr
ati
ngf
act
orsar
especi
fi
ctot
hej
ob

andr
ati
ngscal
esar
ethesamef
oral
lempl
oyees.Empl
oyeesseeadi
rectr
elat
ion

bet
ween super
ior per
for
mance and super
ior r
ati
ng. The di
sadv
ant
ages of

r
esponsi
bil
i
tyr
ati
ngi
sthati
tmayl
eadt
opr
oli
fer
ati
onofposi
ti
ondescr
ipt
ions(
to

makedut
iesandper
for
mancest
andar
dsappl
yspeci
fi
cal
l
ytoeachempl
oyee)

The keyf
eat
ures ofManagementbyObj
ect
ive(
MBO)ar
ethatt
he empl
oyee

suggest
sandt
hesuper
visoragr
eesont
heempl
oyee'
sper
for
manceobj
ect
ivesf
or

cor
ningy
ear
.MBOf
ocusesdi
rect
lyont
heachi
evementofbusi
nessr
esul
tsandnot

ont
heper
sonalchar
act
eri
sti
cst
hatmaycont
ri
but
etot
her
esul
ts.Thedi
sadv
ant
age

ofMBOi
sthateachempl
oyeei
srat
edondi
ff
erentf
act
orsandondi
ff
erentscal
es.

Thi
scoul
dleadempl
oyeest
oper
cei
vei
nequi
tyi
nthesy
stem.MBOi
sal
sov
eryt
ime-

consumi
ngbecauseext
ensi
vegoal
set
ti
ngi
srequi
red.

Thef
reef
ormr
ati
ngmet
hodhasl
i
ttl
eornopr
escr
ibedf
ormat
.Theadv
ant
aget
o

f
reef
ormi
sthatsuper
visor
sar
efr
eet
orat
eper
for
mancedi
rect
lywi
thoutbei
ng

f
orcedt
orat
especi
fi
caspect
sandat
tri
but
es.Thedi
sadv
ant
aget
ofr
eef
ormi
sthat

i
tist
otal
l
ysuscept
ibl
etov
ary
ingst
andar
dsofpr
obl
emsassoci
atedwi
thr
ati
ng

empl
oyeesbecauseempl
oyeesar
erat
edwi
thoutei
thercommonr
ati
ngf
act
orsor

r
ati
ng scal
es.Thus,i
tisdi
ff
icul
ttor
each an ov
eral
lrat
ing needed f
orsal
ary

admi
nist
rat
ionwhent
hef
reef
orm

22
met
hodi
sused.I
naddi
ti
ont
othef
ourcommonl
yusedper
for
manceappr
aisal

met
hods,t
her
ear
esi
xtechni
quest
hatcanbeappl
i
edt
omostoft
hese.Essay

appr
aisali
sthesi
mpl
estf
orm andi
seasi
l
ybymostr
ater
s.Rat
ersar
easkedt
owr
it
e

apar
agr
aphormor
e

cov
eri
ngani
ndi
vi
dual
'
sst
rengt
hs,weaknesses,pot
ent
ial
,andsoon.Thedr
awback

i
sthev
ari
abi
l
ityi
nlengt
handcont
entandt
hedi
ff
icul
tyi
ncombi
ningorcompar
ing

r
ati
ngs.

A gr
aphi
crat
ingscal
edoesnoty
iel
dthedept
hofessayappr
aisalbuti
smor
e

consi
stentandr
eli
abl
e.Gr
aphi
crat
ingassessesaper
sonont
hequal
i
tyandquant
it
y

ofwor
k(out
standi
ng,
abov
eav
erage,
etc.
)andonav
ari
etyofot
herf
act
orst
hatv
ary

wi
tht
hej
ob(
rel
i
abi
l
ity
,or
alandwr
it
tencommuni
cat
ion)
.

For
ced-
choi
ce r
ati
ng was dev
eloped t
oreduce bi
as and est
abl
i
sh obj
ect
ive

st
andar
dsofcompar
isonbet
weeni
ndi
vi
dual
s.Rat
erschoosef
rom amonggr
oupsof

st
atement
sthosewhi
chbestf
itt
hei
ndi
vi
dualbei
ngr
atedandt
hosewhi
chl
eastf
it

hi
m.Thest
atement
sar
ethenwei
ght
edorscor
ed.

Cr
it
icali
nci
dentappr
aisalgi
vessuper
visoract
ual
,fact
uali
nci
dent
stodi
scusswi
th

an empl
oyee.Super
visor
skeep ar
ecor
d on each empl
oyeeand r
ecor
d act
ual

i
nci
dent
sofposi
ti
veornegat
ivebehav
ior
.Thedi
scussi
ondeal
swi
thact
ualbehav
ior

oft
heempl
oyee.Usi
ngt
hewor
k-st
andar
dsappr
oach,or
gani
zat
ionssetmeasur
ed

dai
l
ywor
kst
andar
ds.Thesest
andar
dsest
abl
i
shwor
kandsat
isf
yingt
arget
sai
med

ati
mpr
ovi
ngpr
oduct
ivi
ty.Thi
smet
hodi
smostcommonl
yusedi
nmanuf
act
uri
ng

andpr
oduct
ionor
gani
zat
ions.

360 degr
ee f
eedback,al
so known as '
mul
ti
-r
ater f
eedback'
,ist
he most

compr
ehensi
veappr
aisalwher
ethef
eedbackaboutt
heempl
oyees’per
for
mance
comesf
rom al
lthesour
cest
hatcomei
ncont
actwi
tht
heempl
oyeeonhi
sjob.

23

360degr
eer
espondent
sforanempl
oyeecanbehi
s/herpeer
s,manager
s(i
.e.

super
ior
),subor
dinat
es,t
eam member
s,cust
omer
s,suppl
i
ers/v
endor
s-any
one

whocomesi
ntocont
actwi
tht
heempl
oyeeandcanpr
ovi
dev
aluabl
einsi
ght
sand

i
nfor
mat
ionorf
eedback

r
egar
dingt
he"
on-
the-
job"per
for
manceoft
heempl
oyee.360degr
eeappr
aisalhas

f
ouri
ntegr
alcomponent
s,namel
y,sel
fappr
aisal
,super
ior
’sappr
aisal
,subor
dinat
e’s

appr
aisalandpeerappr
aisal
.Sel
fappr
aisalgi
vesachancet
otheempl
oyeet
olook

athi
s/herst
rengt
hs and weaknesses,hi
s achi
evement
s,and j
udge hi
s own

per
for
mance.Super
ior
’sappr
aisalf
ormst
het
radi
ti
onalpar
toft
he360 degr
ee

per
for
mance appr
aisal wher
e t
he empl
oyees’ r
esponsi
bil
i
ties and act
ual

per
for
mancei
srat
edbyt
hesuper
ior
.Subor
dinat
esappr
aisalgi
vesachancet
o

j
udget
heempl
oyeeont
hepar
amet
ersl
i
kecommuni
cat
ionandmot
ivat
ingabi
l
iti
es,

super
ior
’sabi
l
ityt
o del
egat
ethewor
k,l
eader
shi
pqual
i
tieset
c.Al
so knownas

i
nter
nalcust
omer
s,t
hecor
rectf
eedbackgi
venbypeer
scanhel
ptof
indempl
oyees’

abi
l
iti
est
owor
kinat
eam,
co-
oper
ati
onandsensi
ti
vi
tyt
owar
dsot
her
s.

Empl
oyeesat
isf
act
ion
Human r
esour
ce i
svi
talcomponentofcompany
.Theyar
ethe weal
th oft
he

or
gani
zat
ion ut
il
ized f
or achi
evi
ng goal
s.I
nthe pr
esent compl
ex busi
ness

env
ironment
,nobusi
nessandor
gani
zat
ionsur
viv
eandgr
owwi
thoutheal
thyhuman

r
esour
ces.Thesuccessofanent
erpr
isedependsont
hecal
i
berofper
sonwor
king

i
nthecompany
.Thehumanr
esour
cemanagementr
efer
stosy
stemat
icappr
oacht
o

t
he pr
obl
em ofsel
ect
ing,t
rai
ning,mot
ivat
ing and r
etai
ning per
sonneli
n an
or
gani
zat
ion.Empl
oyeei
sthemosti
mpor
tantassetoft
heor
gani
zat
ion.Pl
anni
ng

f
orhumanr
esour
cei
sani
mpor
tantmanager
ial

24

f
unct
ion.I
tensur
esadequat
esuppl
y,pr
operquant
it
yandqual
i
ty,
aswel
lasef
fect
ive

ut
il
izat
ion ofhuman r
esour
ce.An or
gani
zat
ion wi
l
ldet
ermi
ne i
ts manpower

r
esour
cef
rom whi
chr
equi
rement
sar
emet
.Ifsuf
fi
cientmanpoweri
snotav
ail
abl
e,

t
hewor
kincompanywi
l
lsuf
fer
.Underdev
elopedcount
ri
esar
esuf
fer
ingf
rom

shor
tageoft
rai
nedmanager
s.Joboppor
tuni
ti
esar
eav
ail
abl
eint
hesecount
ri
esbut

pr
operper
sonnelar
e notav
ail
abl
e.These count
ri
es i
mpor
ts ski
l
lsf
rom ot
her

count
ri
es.Ther
efor
einor
dert
omeet

human r
esour
ce needs,or
gani
zat
ion wi
l
lhav
eto pl
an i
n adv
ance aboutt
he

r
equi
rement
sandr
esour
ces.

Def
ini
ti
onofEmpl
oyeessat
isf
act
ion
Empl
oyeesat
isf
act
ioni
sdef
inesasapl
easur
abl
eandposi
ti
veemot
ionalst
ate

r
esul
ti
ngf
rom appr
aisal
ofone’
sjoborj
obexper
iences(
Locke1976)
.

Empl
oyeesat
isf
act
ioni
snot
hingbutcust
omersat
isf
act
ion,si
nceempl
oyeei
sthe

i
nter
nalcust
omer
stot
he or
gani
zat
ion,cust
omerf
eelsat
isf
act
ion when t
hey

per
cei
vegoodsandser
vicest
hatmeetexceedt
hei
rexpect
ati
onsandneeds.

Meani
ngofempl
oyeesat
isf
act
ion
I
nsi
mpl
ewor
ds,empl
oyeesat
isf
act
ioncanbedef
inedast
heext
entofposi
ti
ve

f
eel
i
ngs orat
ti
tudes t
hati
ndi
vi
dual
s hav
etowar
ds t
he j
ob.Hi
gh empl
oyee
sat
isf
act
ionmanst
hatempl
oyeer
eal
l
yli
kest
hej
ob,f
eel
sgoodabouti
tandv
alues

t
hej
obhi
ghl
y.Ther
ear
ethr
eei
mpor
tantdi
mensi
onst
oempl
oyeesat
isf
act
ion

Empl
oyeesat
isf
act
ioncannotbeseen,i
tcanonl
ybei
nfer
red.I
trel
atest
oone’
s

f
eel
i
ngt
owar
dst
hej
ob.

Empl
oyee sat
isf
act
ion i
s of
ten det
ermi
ned by ext
entofout
come meett
he

r
equi
rement
.If

25

t
heempl
oyeewor
kingi
ntheor
gani
zat
ionf
eel
sthatt
heyar
ewor
kingmuchmor
e

t
han ot
her
sint
he depar
tment
,butr
ecei
ves onl
ylowerr
ewar
ds,t
heywi
l
lbe

di
ssat
isf
iedandhav
enegat
iveat
ti
tudest
owar
dsj
ob,super
iorandco-
wor
ker
s.On

t
heot
herhand,i
ftheyf
eelt
hatt
heyar
ebei
ngpai
dfai
rl
yandt
reat
edwel
lbyt
he

or
gani
zat
ion,t
heywi
l
lbesat
isf
iedwi
tht
hej
obsandwi
l
lhav
eposi
ti
veat
ti
tude

t
owar
dst
hej
ob.

Empl
oyeesat
isf
act
ionandj
obat
ti
tudesar
ety
pical
l
yusedi
nter
-changeabl
y.Posi
ti
ve

at
ti
tudet
owar
dst
hej
obsar
econcept
ual
l
yequi
val
entt
oempl
oyeesat
isf
act
ionand

negat
iveat
ti
tudet
owar
dst
hej
obi
ndi
cat
ejobdi
ssat
isf
act
ion.

Empl
oyeesat
isf
act
ioni
sver
yimpor
tantbecausemostoft
heseempl
oyeesspend

t
hei
rmaj
orpor
ti
onoft
hel
i
featt
hewor
kingpl
ace.Mor
eov
er,
empl
oyeesat
isf
act
ion

cr
eat
esi
mpactongener
all
i
feoft
heempl
oyeeal
so,
becauseasat
isf
iedempl
oyeei
s

ahappyhumanbei
ng.Ahi
ghl
ysat
isf
iedwor
keri
sabet
terphy
sicalandment
alwel
l

bei
ng.Empl
oyee sat
isf
act
ion i
sinf
luenced bypsy
chol
ogi
cal
,phy
siol
ogi
caland

env
ironment
alf
act
ors.

Hi
stor
icaldevel
opmentofmeasur
ementofEmpl
oyee
 sat
isf
act
ion
One oft
he bi
ggestpr
eludes t
othe st
udy ofempl
oyee sat
isf
act
ion was t
he

Hawt
hor
nest
udi
es.Thesest
udi
es(
1924–1933)
,pr
imar
il
ycr
edi
tedt
oEl
tonMay
oof

t
heHar
var
dBusi
nessSchool
,soughtt
ofi
ndt
heef
fect
sofv
ari
ouscondi
ti
ons(
most

not
abl
yil
l
umi
nat
ion)onwor
ker
s’pr
oduct
ivi
ty.Thesest
udi
esul
ti
mat
elyshowedt
hat

nov
elchangesi
n wor
kcondi
ti
ons t
empor
ari
l
yincr
ease pr
oduct
ivi
ty(
cal
l
ed t
he

Hawt
hor
neEf
fect
).I
twasl
aterf
oundt
hatt
hisi
ncr
easer
esul
ted,notf
rom t
henew

condi
ti
ons,
but

26

f
rom t
heknowl
edgeofbei
ngobser
ved.Thi
sfi
ndi
ngpr
ovi
dedst
rongev
idencet
hat

peopl
ewor
kforpur
posesot
hert
hanpay
,whi
chpav
edt
hewayf
orr
esear
cher
sto

i
nvest
igat
eot
herf
act
orsi
nempl
oyeesat
isf
act
ion.

Sci
ent
if
icmanagementorTay
lor
ism had a si
gni
fi
canti
mpacton t
hest
udyof

empl
oyee sat
isf
act
ion.Fr
eder
ick Wi
nsl
ow Tay
lor
’s 1911 book,Pr
inci
ples of

Sci
ent
if
ic

Management
,ar
guedt
hatt
her
ewasasi
ngl
ebestwayt
oper
for
m anygi
venwor
k

t
ask.Thi
sbookcont
ri
but
ed t
o a change i
nindust
ri
alpr
oduct
ion phi
l
osophi
es,

causi
ngashi
ftf
rom ski
l
ledl
aborandpi
ecewor
ktowar
dst
hemor
emoder
nof

assembl
yli
nesand hour
lywages.Thei
nit
ialuseofsci
ent
if
icmanagementby

i
ndust
ri
esgr
eat
lyi
ncr
easedpr
oduct
ivi
tybecausewor
ker
swer
efor
cedt
owor
kata

f
ast
erpace.Howev
er,wor
ker
sbecameexhaust
edanddi
ssat
isf
ied,t
husl
eav
ing

r
esear
cher
swi
th new quest
ionst
o answerr
egar
ding empl
oyee sat
isf
act
ion.I
t

shoul
dal
sobenot
edt
hatt
hewor
kofW.
L.Br
yan,Wal
terDi
l
lScot
t,andHugo

Munst
erber
gsett
het
onef
orTay
lor
’swor
k.
Masl
ow’
shi
erar
chyofneedst
heor
y,amot
ivat
iont
heor
y,l
aidt
hef
oundat
ionf
or

empl
oyeesat
isf
act
iont
heor
y.Thi
stheor
yex
plai
nst
hatpeopl
eseekt
osat
isf
yfi
ve

speci
fi
cneedsi
nli
fe–phy
siol
ogi
calneeds,
saf
etyneeds,
soci
alneeds,
sel
f-
est
eem

needs,andsel
f-
act
ual
i
zat
ion.Thi
smodelser
vedasagoodbasi
sfr
om whi
chear
ly

r
esear
cher
scoul
ddev
elopempl
oyeesat
isf
act
iont
heor
ies.

Empl
oyeesat
isf
act
ioncanal
sobeseenwi
thi
nthebr
oadercont
extoft
her
angeof

i
ssueswhi
chaf
fectani
ndi
vi
dual
'
sexper
ienceofwor
k,ort
hei
rqual
i
tyofwor
kingl
i
fe.

Empl
oyeesat
isf
act
ioncanbeunder
stoodi
nter
msofi
tsr
elat
ionshi
pswi
thot
herkey

f
act
ors,suchasgener
alwel
l
-bei
ng,st
ressatwor
k,cont
rolatwor
k,home-
wor
k

i
nter
face,
andwor
kingcondi
ti
ons.

27

Sour
cesofempl
oyeesat
isf
act
ion
Sal
ari
esandwagesar
ethemosti
mpor
tantv
ari
abl
ethati
nfl
uencest
heempl
oyee

sat
isf
act
ion.Empl
oyeesshal
lbepr
ovi
dedwi
thcompet
it
ivesal
arypackageswhen

compar
edt
oin-
houseco-
wor
ker
sandout
sider
sofsamei
ndust
ry.Fai
randequi
tabl
e

r
ewar
dsar
eexpect
edt
oimpr
oveempl
oyeesat
isf
act
ion.Al
lempl
oyeeswi
l
lhav
ethe

desi
ret
o getpost
ed i
n hi
gherposi
ti
on i
nthe or
gani
zat
ion.The empl
oyee

sat
isf
act
ioni
ncr
easeswi
thmor
echancesofget
ti
ngpr
omot
ioni
nthecompany
.

Fav
our
abl
ecompanypol
i
ciesont
imi
ng,t
ransf
er,medi
calcov
erage,t
ranspor
tat
ion

f
aci
l
ity
,bonus,
saf
etyaspect
set
c.i
mpr
ovet
heempl
oyeesat
isf
act
ion.Thei
mpar
ti
al

behav
iourofsuper
visor
s,cooper
ati
onoft
heco-
wor
ker
sandsubor
dinat
espl
ayan

i
mpor
tantr
olei
ntheempl
oyeesat
isf
act
ion.

Empl
oyeesat
isf
act
ion
 Or
ganizat
ional Wor k Wor
kit
sel
f Per
sonal
fact
ors
factor
s env
ironment
al
factor
s

Salar
iesandwages Super
visi
on Jobscope Age&seni or
it
y
Promotionchances Workgroup Var
iety Tenure
Companypol i
cies Worki
ngcondi
ti
on Autonomy Personal
i
ty
Rol
ecertai
nty

Fact
orsi
nfl
uenci
ngempl
oyeesat
isf
act
ion

Theempl
oyeesat
isf
act
ioni
ncr
easesi
ncl
eanwor
kingenv
ironment
.Jobscope

i
ncl
udesr
esponsi
bly
,achi
evement
sandr
ecogni
ti
on.Thechangei
njobexecut
ion

r
athert
hanmonot
onouswayofper
for
mingwoul
dhel
ptoi
mpr
ovet
heempl
oyee

sat
isf
act
ion.Aut
onomyi
ndeci
sionmaki
ngandexecut
ionoft
hej
obandcer
tai
nty

i
nther
olet
obe

28

pl
ayedwoul
dhel
ptoi
ncr
easet
hej
obper
fect
ionandsat
isf
act
ion.Agedand

seni
orempl
oyeemayexpectmor
efr
om t
hecompanyandhencegener
all
yseems

t
o be di
ssat
isf
ied.The t
enur
e and per
sonal
i
ty oft
he empl
oyee i
nfl
uences

per
cept
ion,at
ti
tude and l
ear
ning.The empl
oyee hav
ing l
ongert
enur
e and

per
sonal
i
tywi
l
lbeambi
ti
ousandwi
l
lbesat
isf
iedi
ncompani
eshav
inggr
eat
er

pr
omot
ionchancesandj
obcont
ent
.
Out
come ofempl
oyee sat
isf
act
ion ar
e pr
oduct
ivi
ty,empl
oyee t
urnov
erand

absent
eei
sm.Empl
oyeepr
oduct
ivi
tywi
l
lbe hi
gheri
n companyhav
ing mor
e

numberofsat
isf
iedempl
oyees.Thet
urnov
erorabsent
eei
sm wi
l
lbemi
nimum

amongsat
isf
iedempl
oyeesi
nanor
gani
zat
ion.Hi
ghl
ysat
isf
iedempl
oyeet
endt
o

hav
ebet
terphy
sicalandment
alheal
th,l
ear
ntasksqui
ckl
y,mor
eco-
oper
ati
ve

andmai
ntai
nlessj
obst
ress.

Per
for
manceappr
aisalatMar
utiSuzuki
,Hoshi
arpur
Thesel
fappr
aisalofof
fi
cermanager
satMar
utiSuzukii
srecei
vedi
nst
andar
d

r
evi
ewf
orms.Theappr
aisali
sbei
ngev
aluat
edoncei
nev
eryy
ear
.Theappr
aisal

i
nthey
ear2012wasconduct
edi
nthemont
hofJune.Thedet
ail
sofempl
oyee

dev
elopmentr
evi
ew(
EDR)pr
ocedur
ear
egi
venbel
ow.

EDRcy
cle:
-
st st
 TheEDRcy
clei
sfr
om Apr
il1 t
oMar
ch31 ofeachf
inanci
aly
ear

st
 Al
lconf
ir
medempl
oyeesason31 Mar
char
eel
i
gibl
efr
oEDR

st
 TheEDRr
ecommendat
ionswi
l
lbeef
fect
ivef
rom 1 Apr
il

Rat
ingdesi
gn:
-

Theappr
aisehast
ober
atedonaf
ourpoi
ntscal
e

 Out
standi
ng

 Good

 Av
erage

 Bel
owav
erage

30
Ar
easofmeasur
ement

 Cont
ri
but
iont
oor
gani
zat
ional
goal
s(WHAT)

o Rev
iewofKeyr
esear
char
ea(
KRA)per
for
mance

o Revi
ewoff
unct
ional
/or
gani
zat
ional
ini
ti
ati
vest
akenapar
tfr
om
KRAs

 Measur
ementofcr
it
ical
att
ri
but
es–ski
l
lsandcompet
enci
es(
HOW)

 Car
eerpr
ogr
essi
on

o Jobr
otat
ion

o Pot
ent
ial
assessment

 Ov
eral
lrat
ing

For
m desi
gn:
-

TheEDRf
ormsconsi
stsoff
oll
owi
ngsect
ions

 Cont
ri
but
iont
oor
gani
zat
ional
goal
s

oDemonst
rat
ed

per
for
manceoKey

i
nit
iat
ives

oSki
l
lsandcompet
ences

 Car
eerpr
omot
ions

 Per
for
mancesummar
y

 Tr
aini
nganddev
elopment
31
Ev
aluat
ionpr
ocedur
e:-

Theemploy
eedev
elopmentr
evi
ew(
EDR)pr
ocessi
sthr
eef
old.TheEDRf
orms
shal
lbe

f
il
ledbyappr
aise,
discussedwi
thappr
aiserandf
inal
l
yappr
ovedbyr
evi
ewer
.The

r
ecommendat
ionofr
evi
eweri
sconsi
der
edasf
inal
.

SUMMARY
Per
for
manceappr
aisal
isani
mpor
tantmanagementt
ool
toaudi
thumancapi
tal
.
I
nmany

or
gani
zat
ions,
appr
aisal
resul
tsar
eusedt
ofi
xther
ewar
d.Theappr
aisal
resul
ts
ar
eused

t
oident
if
ybett
erper
for
mingempl
oyees.Howev
er,
sat
isf
act
ionofempl
oyee
t
owardsthe

apprai
sal
syst
em oft
hecompanydependsonmanyf
act
ors.Thet
otal
out
putof
the

organi
zat
iondependsonsat
isf
act
ionl
evel
ofempl
oyees.Theper
for
mance
apprai
sal
isan

i
mport
anttool
tomanyhumanr
esour
cef
unct
ions.Hence,
rel
ati
onshi
pbet
ween
empl
oyee

sat
isf
act
ionandper
for
manceappr
aisal
isani
mpor
tantar
eaofr
esear
ch.
 32
Chapt
er4
RESEARCHMETHODOLOGY

I
ntr
oduct
ion
Wor
kper
for
manceappr
aisalsy
stemsassesst
heempl
oyee'
sef
fect
iveness,
wor
k
habi
tsandal
sot
hequal
i
tyoft
hewor
kpr
oduced.Ther
esear
chmet
hodol
ogy
usedi
stoev
aluat
etheaccur
acyandef
fect
ivenessoft
heappr
aisali
nst
rument
andi
tsi
nfl
uenceonempl
oyeesat
isf
act
ion.Thequant
it
ati
vedat
aiscol
l
ect
edby
quest
ionnai
remet
hodf
rom aconv
eni
encesampl
e.Ther
esponsesar
eanal
yzed
andar
ri
vedatconcl
usi
ons.

Needf
orst
udy
Mar
uti
Suzuki
isav
eryl
argeor
gani
zat
ionhav
ingwor
ldwi
depr
esence.Accor
ding
t
othest
ati
sti
cspubl
i
shedf
ort
hemont
hofOct
ober2012,
thedai
l
ypr
oduct
ionat
Mar
uti
Suzuki
,Hoshi
arpuri
s57.
64MTagai
nstt
het
argetof94.
93MT.Thegapbet
weent
he
r
eal
i
zedandt
argetdai
l
ypr
oduct
ioni
sat
tri
but
ednotonl
ytot
het
echni
cal
reasons,
butal
sot
othel
evelofsat
isf
act
ionofempl
oyees.Theper
for
manceappr
aisal
sy
stem i
soneoft
hecomponent
sthati
nfl
uencet
heempl
oyeesat
isf
act
ion.The
i
nfl
uenceofper
for
manceappr
aisalsy
stem ofMar
utiSuzuki
,Hoshi
arpuron
empl
oyeesat
isf
act
ioni
snotbei
ngst
udi
edear
li
eri
nthecompany
.Pr
esentst
udy
at
tempt
stof
il
lthi
slacuna.

St
atementoft
hepr
obl
em
Thest
udyi
sai
medatt
oev
aluat
ewhet
hert
heempl
oyeei
ssat
isf
iedi
nthepr
esent
per
for
manceappr
aisal
syst
em atMar
uti
Suzuki
,Hoshi
arpur
.

Resear
chobj
ect
ives
Theobj
ect
ivesar
etost
udy
:-
1.Theef
fect
ivenessoft
hecommuni
cat
iondescr
ibi
ngpur
poseofper
for
mance
appr
aisal
(PA)
.
2. Thef
air
nessi
npr
esentper
for
manceappr
aisal
.
33
3. Thecapabi
l
ityofappr
aisal
syst
em f
orr
efl
ect
ingst
rengt
hsofempl
oyee
4.Thepur
poseofper
for
manceappr
aisal
(pr
omot
ion/payf
ixat
ion/r
ewar
d/
car
eerdev
elopment
/educat
ion)
.
5. Theusef
ulnessofper
for
manceappr
aisal
syst
em asamanagementt
ool
.
6.Thepot
ent
ial
i
tyoft
heper
for
manceappr
aisal
syst
em t
obui
l
dteam spi
ri
t
andcooper
ati
on
7. Theef
fect
ivenessofconv
eyi
ngcor
rect
iveact
ions/f
eedback.
8. Theempl
oyeesat
isf
act
ionont
heper
for
manceappr
aisal
procedur
eand

SURVEYMETHOD
Thequest
ionnai
rebasedsur
veyi
susedi
nthi
sst
udy
.Thedat
acol
l
ect
ionand
anal
ysi
sis car
ri
ed-
outbased on st
ati
sti
calt
heor
ies.The quest
ionnai
rei
s
composedoft
enquest
ionst
oev
aluat
ether
esponseoft
heempl
oyees.The
quest
ionnai
re was i
ssued i
n per
son.Empl
oyee wer
e al
l
owed t
ofi
l
lthe
quest
ionnai
re anony
mousl
y and al
l
owed t
o puti
nthe col
l
ect
ion box.The
quest
ionnai
reconsi
stsofdi
ff
erentt
ypesofquest
ions.Thei
nfor
mat
ionabout
demogr
aphi
cdat
aoft
hepar
ti
ci
pant
sisgat
her
edusi
ngmul
ti
plechoi
cequest
ions
(
closed)
,forwhi
ch t
he r
espondent
sar
erequi
red t
oti
ckt
he r
ightanswer
s.
Demogr
aphi
cquest
ionsar
eusedt
ocor
rel
atet
her
esponsebet
weendi
ff
erent
t
ypesofgr
oups.Thi
sisv
eryi
mpor
tantt
ofi
nd whet
hert
he r
esponsesar
e
consi
stentacr
osst
hegr
oup.Themai
npar
toft
hequest
ionnai
re,
whi
chi
srel
ated
t
othehy
pot
hesi
soft
het
hesi
s,consi
stsofl
i
ker
t-
scal
equest
ions.Answert
o
t
hesequest
ionshel
pst
ofi
nd how st
rongl
yther
espondent
sagr
eewi
tht
he
par
ti
cul
arst
atement
.Theanswer
soft
hequest
ionsar
ebasedont
hef
ive-
lev
el
scal
eandopt
ionsar
est
rongl
yagr
ee,agr
ee,
nei
theragr
eenordi
sagr
ee,di
sagr
ee,
st
rongl
ydi
sagr
ee.Thequest
ionnai
rei
sgi
veni
nAppendi
xA

Sampl
ing
I
nst
ati
sti
csandsur
veymet
hodol
ogy
,sampl
i
ngi
sconcer
nedwi
tht
hesel
ect
ionof
a subsetof i
ndi
vi
dual
sfr
om wi
thi
n a st
ati
sti
calpopul
ati
on t
o est
imat
e
char
act
eri
sti
csoft
hewhol
epopul
ati
on.Twoadv
ant
agesofsampl
i
ngar
ethatt
he
costi
sloweranddat
acol
l
ect
ioni
sfast
er.
Pr
obabi
l
itysampl
esar
esel
ect
edf
rom t
hepopul
ati
onandar
econsi
der
edast
he
34
r
epr
esent
ati
veoft
hepopul
ati
on.Theypr
ovi
det
hemostv
ali
dorcr
edi
bler
esul
ts
becauset
heyr
efl
ectt
hechar
act
eri
sti
csoft
hepopul
ati
onf
rom whi
cht
heyar
e
sel
ect
ed.Non-
probabi
l
itysampl
esar
enott
rul
yrepr
esent
ati
veandl
essdesi
rabl
e
t
hanpr
obabi
l
itysampl
es.Non-
probabi
l
itysampl
esar
eusedwhenar
esear
cher
maynotbeabl
etoobt
ainar
andom orst
rat
if
iedsampl
e,ori
tmaybet
oo
expensi
ve.Ar
esear
chermaynotcar
eaboutgener
ali
zi
ngt
oal
argerpopul
ati
on.
Thev
ali
dit
yofnon-
probabi
l
itysampl
escanbei
ncr
easedbyt
ryi
ngt
oappr
oxi
mat
e
r
andom sel
ect
ion,
andbyel
i
minat
ingasmanysour
cesofbi
asaspossi
ble.

I
nthi
sst
udy
,judgmentsampl
i
ngi
sused.Judgmentsampl
i
ngi
sanon-
probabi
l
ity
sampl
i
ngt
echni
quewher
ether
esear
chersel
ect
sthesampl
ebasedonj
udgment
.
I
nthi
smet
hod,t
her
esear
chermaydeci
det
odr
aw t
heent
ir
esampl
efr
om one
"
repr
esent
ati
ve"gr
oupi
dent
if
ied,ev
ent
hought
hepopul
ati
oni
ncl
udesal
lsuch
gr
oups.Whenusi
ngt
hismet
hod,t
her
esear
chermustbeconf
identt
hatt
he
chosensampl
eist
rul
yrepr
esent
ati
veoft
heent
ir
epopul
ati
on.I
nthepr
esent
st
udy
,ther
esear
chercol
l
ect
edt
her
esponseoft
heempl
oyeesofmanager
ial
cadr
ewhoj
oinedi
ntheaf
ter
noonshi
fti
ntheMar
utiSuzuki
,Hoshi
arpurUni
ton
4t
hFebr
uar
y2013.Thesi
zeoft
hepopul
ati
oni
sthemember
sinmanager
ial
cadr
eandi
sni
net
yatMar
uti
Suzuki
,Hoshi
arpurUni
t.
Outoft
he90manager
ialst
aff
,31 st
aff
swer
epr
esentont
hedayofdat
a
col
l
ect
ion.Ther
esponseof31st
aff
swascol
l
ect
edwi
tht
heai
dofquest
ionnai
re.

Dat
acol
lect
ion
The i
nfor
mat
ion i
nthe t
hesi
sis col
l
ect
ed by quest
ionnai
re met
hod.The
quest
ionnai
rewascomposedoft
enquest
ionsr
elat
ingt
othepar
amet
ers,
namel
y,
communi
cat
ion,equal
i
ty,obj
ect
ivi
ty,soci
albehav
iour
,recogni
ti
on,monet
ary
benef
it
sandcar
eerdev
elopment
.Thel
i
stofmanagerl
evelempl
oyeesav
ail
abl
e
i
ntheschedul
eddat
aiscol
l
ect
edf
rom humanr
esour
ceof
fi
ce.Thepapercopyof
quest
ionnai
rewer
egi
veni
nhandt
otheseempl
oyeesandr
equest
edt
ofi
l
lup.
Af
teronehour
,thedul
yfi
l
ledquest
ionnai
reswer
ecol
l
ect
edbackbyal
l
owi
ngt
he
empl
oyeest
odr
opi
ntheseal
edcov
ert
omai
ntai
ntheconf
ident
ial
i
ty.
Thequest
ionnai
reconsi
stsofdi
ff
erentt
ypesofquest
ions.Thei
nfor
mat
ion
aboutdemogr
aphi
cdat
aoft
hepar
ti
cipant
sisgat
her
edf
rom t
hemul
ti
plechoi
ce
quest
ion
35
(
closed)
,forwhi
chj
ustr
equi
redt
hatr
ightanswer
sbet
ickedbyt
her
espondent
s.
Thedemogr
aphi
cdet
ail
shel
ptogett
hest
atusoft
hewor
kgr
oupi
nter
msof
gender
,age,
educat
ionandexper
iencei
nthecompany
.
Met
hodofdat
aanal
ysi
s
Thest
ati
sti
calanal
ysi
soft
hedat
acol
l
ect
ed based ont
hequest
ionnai
rei
s
car
ri
edout
.Thef
requencyoft
her
esponsesi
sdet
ermi
nedandcompar
ed.The
scor
e wasassi
gned t
othe opt
ionsst
rongl
yagr
ee,agr
ee,net
heragr
ee nor
di
sagr
ee,di
sagr
eeandst
rongl
ydi
sagr
eear
e5t
o1.Themi
nimum,maxi
mum,
mean,st
andar
d dev
iat
ion and v
ari
ance of t
he scor
es of t
he r
esponses
cor
respondi
ngt
oeachst
atementi
scomput
edandr
epor
tedi
nthi
sthesi
s.The
descr
ipt
ivest
ati
sti
cal
anal
ysi
siscar
ri
edout
.
The per
for
mance appr
aisalsat
isf
act
ion i
ndex (
PASI
)oft
he empl
oyee i
s
comput
edbasedont
hescor
esassi
gnedt
other
esponses.PASIi
sgi
venby
X
PASI
(%) 5100
wher
ethedenomi
nat
or5r
epr
esent
sthehi
ghestmagni
tudeoft
hescor
e,Xi
sthe
meanscor
eandi
sgi
venby
10
X
å i
i

X 101
t
het
est
ingofhy
pot
hesi
siscar
ri
edout
.
Cr
onbach'
sal
pha(
Dev
ll
is1991)i
sameasur
eofi
nter
nalconsi
stency
,thati
s,how
cl
osel
yrel
atedasetofi
temsar
easagr
oup.Cr
onbach'
sal
phai
scoef
fi
cientor
r
eli
abi
l
ity
.Cr
onbach'
sal
phai
sgi
venby
æ N

ö
2
ç åYi ÷
N ç i1 ÷
= 1-
N-1ç  2÷
ç X ÷
è ø
wher
eNi
sthenumberofcomponent
sorst
atement
sandequalt
o31per
sonsi
n
2 2
t
hepr
esentst .X i
udy sthev
ari
anceofobser
vedt
estscor
eandYi i
sthe

componenti
int
hesampl
eofper
sons.

36
Pear
son’
scor
rel
ati
oncoef
fi
cient(
r)i
sgi
venby
1 n æ X -ö Y ö
X æY-
r= ç i ÷ ç i ÷
åç ÷ ç ÷

N-1i1è X ø è 
Y ø
æçX -öX÷
wher
e ç
i
÷ , X andX ar
ethest
andar
dscor
e,sampl
emean,
andsampl
e
è 
X ø

st
andar
ddev
iat
ion,
respect
ivel
y.
ANOVAi
suset
otestt
hehy
pot
hesi
sthecomput
ati
ondet
ail
sofANOVAi
sgi
ven
i
n
ANOVAcomput
ati
on
Sum of Degreeof Mean
Sour
ce Squar
es Freedom Squar
e
(
SS) (
df) SS F-
Stat
ist
ics P-val
ue
Bet
ween MS df
SSB k-
1 SSB MSB Valuefrom
Samples
Wit
hin MSB k1 F MSE Table
Samples SSE n-
k SSE
MSE -
- -
-
Total SSTO n-
1 nk
-
- -
- -
-
Chapt
er5
DATAANALYSI
SANDI
NTERPRETATI
ONS

I
ntr
oduct
ion
The dul
yfi
l
led-
up quest
ionnai
re was col
l
ect
ed f
rom 31 manager
ialcadr
e

empl
oyeesofMar
utiSuzuki
,Hoshi
arpur
.Thedat
aofr
esponsei
sanal
yzedusi
ng

Mi
crosof
texcelsof
twar
e.Ther
ati
o oft
her
esponset
othet
otalnumberof

r
espondent
siscomput
edandexpr
essedi
nper
cent
age.Ther
esponsef
ort
he

quest
ionsr
elat
edt
othesubj
ectar
eaoft
hest
udt
yiscol
l
ect
edi
nLi
ker
t-
scal
e.The

descr
ipt
ivest
ati
sti
calmet
hodi
sal
sousedt
oanal
yzet
hedat
a.Themi
nimum,

maxi
mum,
mean,
standar
ddev
iat
ionandv
ari
ancehav
ebeencomput
edbasedon

t
hef
ivepoi
ntscal
eresponseoft
heempl
oyees

Demogr
aphi
cdet
ail
soft
her
espondent
s
Thef
ir
stpar
toft
hequest
ionnai
rewasdesi
gnedt
ocol
l
ectt
hedemogr
aphi
c

det
ail
soft
her
espondent
s.Thedemogr
aphi
cinf
ormat
iongi
vest
hedet
ail
sof

gender
,age,
educat
ionandexper
ienceatMar
utiSuzuki
,Hoshi
arpurofempl
oyees

ofmanager
ial
cadr
e.

Genderst
ati
sti
cs

Gender Respondent
s Percent
age
Male 29 94%
Female 2 6%
Total 31 100%
38
 GenderSt
ati
sti
cs
100%

80%
s
Respodent

60%

40%

20%

0%
Mal
e Femal
e

Genderst
ati
sti
csofr
espondent
s

Themal
erespondent
sar
efoundt
obe94per
cent
.Mar
uti
Suzuki
,Hoshi
arpuri
sa
manuf
act
uri
ngf
ir
m andmaj
ori
tyoft
hewor
ker
sar
emal
es.Themanager
sar
e
r
equi
redt
oat
tendt
hepr
oduct
ionpl
anti
ssues.Hencemal
esar
emor
e
appr
opr
iat
eandbei
ngempl
oyedi
nthecompany
.

Agest
ati
sti
cs

Age Respondent
s Percent
age
25to35y
ear
s 15 49%
35to45y
ear
s 10 32%
45to55y
ear
s 6 19%
Tot
al 31 100%

Agest
ati
sti
cs
100%

80%
s
Respodent

60%

40%

20%

0%
25-
35 35-
45 45-
55
Age(
year
s)

Agest
ati
sti
csoft
her
espondent
s

39
Theagest
ati
sti
csoft
her
espondent
s.Themanager
shav
ingf
ormal
age

l
esst
han35y
ear
sisf
oundt
o49per
cent
.Iti
sfoundt
hemaj
ori
tyofempl
oyeesi
n
t
he

manager
ial
cadr
ear
eyoungandi
ntheagegr
oupof25t
o35y
ear
s.

For
mal
educat
ionst
ati
sti
cs

Educati
on Respondent
s Percent
age
<Bachelordegr
ee 2 6%
Bachel
ordegree 12 39%
>Bachelordegr
ee 17 55%
Total 31 100%

St
ati
sti
csoff
ormaleducat
ion
100%
80%
s
Respodent

60%
40%
20%
0%
<Bachel
or Bachel
or >Bachel
or
degree degr
ee degree

Educat
ionst
ati
sti
csoft
her
espondent
s

Theeducat
ionst
ati
sti
csofr
espondent
s.Themanager
shav
ingf
ormal

educat
iongr
eat
ert
hanbachel
orsdegr
eei
sfoundt
o55per
cent
.Themaj
ori
tyof
the

empl
oyeesi
nthemanager
ial
cadr
ear
ewel
leducat
ed.

Exper
iencest
ati
sti
cs

Experi
ence Respondent
s Percent
age
0to2y ear
s 2 6%
2to5y ear
s 6 19%
>5y ear
s 23 75%
Total 31 100%
40
 Companyexper
iencest
ati
sti
cs
100%
80%
s
Respodent

60%
40%
20%
0%
0-
2 2-
5 >5
Exper
ience(
year
s)

TheMar
uti
Suzukiexper
iencest
ati
sti
csofr
espondent
s

Theexper
ienceoft
her
espondent
sinMar
utiSuzukir
espondent
s. The 75

hav
ingexper
iencegr
eat
ert
han5y
ear
sisf
oundt
obemaj
ori
tyofper
cent
. The

t
her
espondent
siswel
lexper
iencedandhencemi
ghtempl
oyeehav
e

dev
elopmentr
evi
ewcy
clei
nmanyoccasi
ons. under
gone

FREQUENCYOFr
esponse
The second par
toft
he quest
ionnai
rei
s connect
ed wi
th hy
pot
hesi
s oft
he

r
esear
ch.Ther
e wer
e 10 st
atement
s on v
ari
ous aspect
s ofper
for
mance

appr
aisalandt
her
espondent
sar
erequest
edt
oti
ckt
hel
evelofagr
eementor

di
sagr
eementi
naLi
ker
tscal
e.Thef
requencyoft
her
esponsesoft
heempl
oyees.

Thehi
ghestmagni
tudeoft
hef
requencyi
sfoundt
obe74% agai
nstt
heopt
ion

‘
agr
ee’f
ort
he st
atementcl
ari
fyi
ng t
he use ofper
for
mance appr
aisalas

pr
omot
ionandpayf
ixat
ion.Nor
espondent
shav
eopt
ed‘
str
ongl
ydi
sagr
ee’f
or

anyoft
hequest
ionspost
edi
nthequest
ionnai
re.Foral
lquest
ions,t
hehi
ghest

f
requencyofr
esponsei
sfoundt
obecor
respondi
ngt
otheopt
ion‘
agr
ee’
.The

hi
ghestmagni
tude oft
he f
requencyf
orv
ari
ous st
atement
sisf
ound t
o be
bet
ween52t
o74per
cent
.Thi
sindi
cat
est
hatt
hev
ari
ousaspect
sofper
for
mance

appr
aisal
stat
edi
nthequest
ionnai
rear
eposi
ti
vel
ycor
rel
atedt
othe
sat
isf
act
ionoft
heempl
oyee.Ther
esul
toff
requencyanal
ysi
soft
heempl
oyees

i
sgi
veni
n

Fr
equencyofr
esponsef
orst
atement
s
Nei
ther
St
rongl
St
rongl
y agr
ee y
di
sagre
St
atement ee Agr
agr ee nor Di sagr
ee e
di
sagree
f
eedbackwil
lbeconvey
edtome
1.
Iclearl
yunderst
andthe ‘
purposeofperfor
mance
appraisal

2.
Per
formanceappr
aisal
in
mycompanyisfai
r

3.
Perfor
manceappraisal
ref
lect
sobject
ivel
ymy
perfor
mance

4.
Performanceappr
aisal
isa
t
oolforpr
omotionandpay
f
ixat
ion

5.
Perfor
manceapprai
sal
processhel
psmysuperior
tomanagepeoplebett
er

6. Per
formanceapprai
sal
processencour
agesco-
operati
onandteam spi
rit

7.Perf
ormanceappr
aisal
i
nfl
uencesindiv
idual
per
formance
posi
ti
vely

8.Presentappr
aisal
system recogni
zesimproved
perfor
manceofi ndi
v i
dual

9.Perf
ormanceappraisal
i
sacar eer
developmentaland
educationalt
ool

10.
Per
for
manceappr
aisal
48% 52% 0% 0%
0%

26% 68% 6% 0%
0%

13% 71% 16% 0%

0%

23% 74% 3% 0%
0%

10% 61% 23% 6%

0%

13% 55% 26% 6%

0%

19% 72% 3% 6%
0%

16% 65% 13% 6%

0%

16% 52% 29% 3%

0%

13% 62% 6% 19%

0%
 1.Icl
ear
lyunder
standthepurposeofper
for
mance
appr
aisal
100%
s

80%
Respondent

60% 48% 52%

40%
20%
0% 0% 0%
0%
Str
ongly Agr
ee Neit
her Di
sagr
eeSt
rongl
y
agree agr
ee di
sagree
nor
di
sagree
Response

Thef
requencyofr
esponsef
orst
atementno.
1

Thef
requencyoft
her
esponseofquest
iononknowl
edgeoft
heempl
oyeeon

per
for
manceappr
aisal
.Iti
sfoundt
hat48per
centr
espondent
sopt
ed‘
str
ongl
y

agr
ee’ and 52 per
cent r
espondent
s opt
ed ‘
agr
ee’
. Thi
s i
ndi
cat
es t
hat

communi
cat
ionr
egar
dingt
hepur
poseofper
for
manceappr
aisal
issat
isf
act
ory
.

2.Per
for
manceappr
aisal
inmycompanyi
sfai
r

100%

80% 68%
s
Respondent

60%

40% 26%
20% 6%
0% 0%
0%
St
rongl
y Agree Nei t
her Di
sagreeStr
ongl
y
agr
ee agreenor di sagr
ee
disagree
Response

Thef
requencyofr
esponsef
orst
atementno.
2

Thef
requencyoft
her
esponseont
heopi
nionaboutt
hepr
esentappr
aisalsy
stem

i
nMar
utiSuzuki,Hoshi
arpur
.Iti
sfoundt
hat26per
centr
espondent
sopt
ed

‘
str
ongl
yagr
ee’
,68per
centr
espondent
sopt
ed‘
agr
ee’
and6per
cent
opt
ed‘
nei
theragr
eenordi
sagr
ee’
.Thi
sindi
cat
est
hatmaj
ori
tyoft
her
espondent
s

posi
ti
vel
yagr
eesont
hef
actt
hatt
heper
for
manceappr
aisal
int
hecompanyi
s

f
air
.

3.Per
for
manceapprai
salr
efl
ectsobj
ect
ivel
ymy
perf
ormance
100%
80% 71%
s
Respondent

60%
40%
20% 13% 16%
0% 0%
0%
Str
ongly Agr
ee Nei t
herDi
sagr
ee St
rongly
agree agreenor di
sagree
disagr
ee
Response
Thef
requencyofr
esponsef
orst
atementno.
3

The f
requency ofr
esponse on t
he capabi
l
ity oft
he pr
esentper
for
mance

appr
aisalsy
stem t
oref
lectt
heempl
oyeeper
for
mance.I
tisf
oundt
hat13per
cent

r
espondent
sopt
ed‘
str
ongl
yagr
ee’
,71per
centr
espondent
sopt
ed‘
agr
ee’and16

per
centopt
ed‘
nei
theragr
eenordi
sagr
ee’
.Thi
sindi
cat
est
hatmaj
ori
tyoft
he

empl
oyeesar
econv
incedwi
tht
hef
actt
hatt
hepr
esetsy
stem f
orper
for
mance

appr
aisal
obj
ect
ivel
yref
lect
stheempl
oyee’
sper
for
mance.

4.Per
for
manceappr
aisal
isat ool
forpr
omot
ionand
payfixat
ion
100%
74%
80%
s
Respondent

60%
40%
23%
20%
0% 3% 0% 0%
St
rongl
y Agree Nei t
her Di
sagreeStr
ongl
y
agr
ee agreenor di sagr
ee
disagree
R esponse

Thef
requencyofr
esponsef
orst
atementno.
4
Thef
requencyoft
her
esponseont
hest
atementt
hatper
for
manceappr
aisali
sa

t
oolf
orpr
omot
ionandpayf
ixat
ion.I
tisf
oundt
hat23per
centr
espondent
sopt
ed

‘
str
ongl
yagr
ee’
,74 per
centr
espondent
s opt
ed ‘
agr
ee’and 3 per
centopt
ed

‘
nei
theragr
eenordi
sagr
ee’
.Thi
sindi
cat
est
hatmaj
ori
tyoft
her
espondent
s

acceptt
hef
actt
hatasf
oundi
not
hercompani
es,per
for
manceappr
aisali
n

Mar
uti
Suzuki
,Hoshi
arpuri
sat
ool
forpr
omot
ionandpayf
ixat
ion.

5.Per
formanceappr
aisal
processhelpsmy
super
iort
omanagepeoplebetter
100%

80%
s
Respondent

61%
60%
40%
23%

20% 10% 6% 0%
0%
Str
ongly Agr
ee Neit
herDisagr
ee Str
ongl
y
agree agreenor di
sagr
ee
di
sagr
ee
Response

Thef
requencyofr
esponsef
orst
atementno.
5

Thef
requencyoft
her
esponseont
hest
atementt
hatper
for
manceappr
aisal

hel
pst
osuper
iort
omanagesubor
dinat
esi
sgi
veni
n.I
tisf
oundt
hat10per
cent

r
espondent
sopt
ed‘
str
ongl
yagr
ee’
,61per
centr
espondent
sopt
ed‘
agr
ee’
,23

per
centopt
ed‘
nei
theragr
eenordi
sagr
ee’and6per
centopt
eddi
sagr
ee.Thi
s

i
ndi
cat
est
hatmaj
ori
tyoft
her
espondent
sacceptt
hef
actt
hatper
for
mance

appr
aisal
inMar
uti
Suzuki
.,
Hoshi
arpuri
stool
foref
fect
ivemanagement
.

45
 6.Per
for
manceapprai
sal
processencour
agesco-
oper
ati
onandteam spi
ri
t
100%
s

80%
Respondent

60% 55%

40% 26%
13%
20% 6%
0%
0%
St
rongl
y Agr
ee Neither Di
sagr
eeSt
rongl
y
agr
ee agree di
sagree
nor
di
sagree
Response

Thef
requencyofr
esponsef
orst
atementno.
6

Thef
requencyot
her
esponseoft
hest
atementont
hebenef
it
sofper
for
mance

appr
aisalt
owar
dsgener
ati
ngco-
oper
ati
onandt
eam spi
ri
tisgi
veni
nTabl
e5.
10.

Thi
rt
eenper
centoft
her
espondent
sopt
ed‘
str
ongl
yagr
ee’
,fi
ft
yfi
veper
cent

opt
ed‘
agr
ee’
,twent
ysi
xper
centopt
ed‘
nei
theragr
eenordi
sagr
ee’
,si
xper
cent

opt
ed ‘
disagr
ee’
.Though t
her
eis a gener
alopi
nion t
hatt
he per
for
mance

appr
aisalencour
agesco-
oper
ati
onandt
eam spi
ri
t,i
tseemst
hatt
her
eisascope

f
ori
mpr
ovementi
nthi
saspect
.

7.Per
for
manceappr
aisal
inf
luencesi
ndi
vi
dual
per
for
mancepositi
vely
100%

80% 72%
s
Respondent

60%
40%
19%
20%
0% 3% 6% 0%
St
rongl
y Agree Nei t
her Di
sagreeStr
ongl
y
agr
ee agreenor di sagr
ee
disagree
Response

Thef
requencyofr
esponsef
orst
atementno.
7

46
Thef
requencyoft
her
esponseonaspectt
hati
ndi
vi
dualper
for
mancei
sbei
ng

expl
i
cit
lyaccount
edf
ori
ntheper
for
manceappr
aisalpr
ocess.I
tisf
oundt
hat19

per
centr
espondent
sopt
ed‘
str
ongl
yagr
ee’
,72per
centr
espondent
sopt
ed‘
agr
ee’
,

3per
centopt
ed‘
nei
theragr
eenordi
sagr
ee’and6per
centopt
eddi
sagr
ee.Thi
s

i
ndi
cat
es t
hatmaj
ori
ty oft
he r
espondent
s acceptt
he f
actt
hati
ndi
vi
dual

per
for
mance i
s posi
ti
vel
yaccount
ed f
ori
n per
for
mance appr
aisali
n Mar
uti

Suzuki
,Hoshi
arpur
.

8.Pr
esentappr
aisal
syst
em r
ecognizesi
mpr
oved
perf
ormanceofi
ndiv
idual
100%

80%
s

65%
Respondent

60%
40%
16% 13%
20% 6%
0%
0%
St
rongl
y Agree Nei t
her Di
sagreeStr
ongl
y
agr
ee agreenor disagr
ee
disagree
Response

Thef
requencyofr
esponsef
orst
atementno.
8

The f
requency oft
he r
esponse on aspectt
hati
mpr
oved per
for
mance of

i
ndi
vi
duali
sbei
ngexpl
i
cit
lyaccount
edf
ori
ntheper
for
manceappr
aisalpr
ocess.

I
tisf
ound t
hat16 per
centr
espondent
s opt
ed ‘
str
ongl
yagr
ee’
,65 per
cent

r
espondent
sopt
ed‘
agr
ee’
,13per
centopt
ed‘
nei
theragr
eenordi
sagr
ee’and6

per
centopt
eddi
sagr
ee.Thi
sindi
cat
est
hatmaj
ori
tyoft
her
espondent
saccept

t
hef
actt
hati
mpr
ovedper
for
manceofi
ndi
vi
duali
saccount
edf
ori
nper
for
mance

appr
aisal
inMar
uti
Suzuki
,Hoshi
arpur
.
47
 9.Per
for
manceappr
aisali
sacareerdev
elopment
al
andeducat
ional
tool
100%

80%
s
Respondent

60% 52%
40% 29%
20% 16%

0% 3% 0%
St
rongl
y Agree Nei t
her Di
sagreeStr
ongl
y
agr
ee agreenor di sagr
ee
di
sagree
Response

Thef
requencyofr
esponsef
orst
atementno.
9

The f
requencyoft
he r
esponse on aspectt
hatper
for
mance appr
aisali
sa

dev
elopment
alandeducat
ionalt
ool
.Iti
sfoundt
hat16per
centr
espondent
s

opt
ed‘
str
ongl
yagr
ee’
,52per
centr
espondent
sopt
ed‘
agr
ee’
,29per
centopt
ed

‘
nei
theragr
eenordi
sagr
ee’and3per
centopt
eddi
sagr
ee.Thought
her
eisa

gener
alopi
niont
hatt
heper
for
manceappr
aisali
sacar
eerdev
elopmentand

educat
iont
ool
,i
tseemst
hatt
her
eisascopef
ori
mpr
ovementi
nthi
saspect
.

10.Per
for
manceapprai
sal
feedbackwi
l
lbe
conveyedtome
100%

80%
s
Respondent

62%
60%
40%
19%
13%
20% 6%
0%
0%
St
rongl
y Agree Nei t
her Di
sagreeStr
ongl
y
agr
ee agr
eenor disagr
ee
di
sagree
Response

Thef
requencyofr
esponsef
orst
atementno.
10

48
Thef
requencyoft
her
esponseonaspectt
hatf
eedbackofper
for
manceappr
aisal

i
sconv
eyedt
oempl
oyee.I
tisf
oundt
hat13per
centr
espondent
sopt
ed‘
str
ongl
y

agr
ee’
,61per
centr
espondent
sopt
ed‘
agr
ee’
,6per
centopt
ed‘
nei
theragr
eenor

di
sagr
ee’and19per
centopt
eddi
sagr
ee.Thought
her
eisagener
alopi
niont
hat

t
hef
eedbacki
scommuni
cat
edaf
terconduct
ingt
heper
for
manceappr
aisal
,it

seemst
hatt
her
eisascopef
ori
mpr
ovementi
nthi
saspect
.

Descr
ipt
ivest
ati
sti
cs

Thest
atement
sint
hequest
ionnai
rehav
ebeenr
evi
ewedst
ati
sti
cal
l
y.Descr
ipt
ive

st
ati
sti
csquant
it
ati
vel
ydescr
ibest
hemai
nfeat
uresofacol
l
ect
eddat
a.Fort
his

pur
pose,t
hescor
esassi
gnedt
ovar
iousopt
ionsar
easf
oll
ows:
-5t
o‘st
rongl
y

agr
ee’
,4t
o‘agr
ee’
,3t
o‘nei
theragr
eeordi
sagr
ee’
,2t
o‘di
sagr
ee’and1t
o

‘
str
ongl
yagr
ee’
.Uni
var
iat
eanal
ysi
siscar
ri
edout
,whi
chi
nvol
vesdescr
ibi
ngt
he

di
str
ibut
ionofasi
ngl
evar
iabl
e,i
ncl
udi
ngi
tscent
ralt
endencyanddi
sper
sion.The

cent
ralt
endencyoft
hedat
acomput
ed i
smeananddi
sper
sionofscor
eis

r
epr
esent
ed by max
imum,mi
nimum,st
andar
d dev
iat
ion and v
ari
ance.The

descr
ipt
ivest
ati
sti
csoft
hescor
edat
a.Themi
nimum,maxi
mum andmeanof

scor
esi
spr
esent
edi
n

Maxi
mum
5

4
e
Scor

2
Mean
Mi
nimum
1
1 2 3 4 5 6 7 8 9 10
Quest
ionnumber
Ther
angeandmeanoft
hescor
esoft
hest
atement
s
St
ati
sti
csofscor
esofr
esponsef
orst
atement
sinquest
ionnai
re
St
andar
d
St
atement Mi
nimum Maxi
mum Mean*
dev
iat
ion Var
iance
1.Icl
earlyunderst
andt he
pur
poseofper f
ormance 4 5 4.
48 0.
51
apprai
sal
2.Perfor
manceappr aisali
n 0.
26
my
3 5 4.
19 0.
54
companyi sfair

3.Performanceapprai
sal 0.
29
ref
lectsobject
ivel
ymy 3 5 3.
97 0.
55
perfor
mance
0.
30
4.Per
formanceappraisal
isa
tool
forpromotionandpay 3 5 4.
19 0.
48
fixat
ion
0.
23
5.Per
formanceappr
aisal
pr
ocesshelpsmysuper
iorto 2 5 3.
74 0.
73
managepeoplebett
er
0.
53
6.Perf
ormanceappraisal
processencouragesco- 2 5 3.
74 0.
77
operat
ionandteam spir
it
0.
60
7.Per
formanceappraisal
i
nfl
uencesindi
vi
dual 2 5 4.
03 0.
71
per
formanceposit
ively
0.
50
8.Presentappr
aisalsystem
r
ecognizesi
mpr oved 2 5 3.
90 0.
75
per
f or
manceofi ndi
vidual
0.
56
9.Perf
ormanceappraisali
sa
careerdevel
opmentaland 2 5 3.
81 0.
75
educati
onal
tool
0.
56
10.Per
for
manceappraisal
f
eedbackwill
beconveyedto 2 5 3.
68 0.
94
me
0.
89
*
Tot
alnumberofr
espondent
s=31

Themi
nimum scor
eforev
eryst
atementi
nthequest
ionnai
re
Thehi
ghestscor
einsecondcol
umni
s4,
whi
chcor
respondst
other
esponse

‘
agr
ee’andi
sforst
atementno.1.Thel
owestscor
eint
hesecondcol
umni
s2,
whi
ch
cor
respondst
other
esponse‘
disagr
ee’
,andi
sforst
atementnumber5t
o10.Thi
s

i
ndi
cat
est
hatt
her
eisscopef
ori
mpr
ovementf
ort
hepar
amet
erspoi
ntedouti
n

st
atementnumber5 t
o 10.The maxi
mum scor
e oft
he st
atement
s.The

maxi
mum scor
eforal
lst
atement
sis5,whi
chcor
respondst
other
esponse

‘
str
ongl
yagr
ee’
.

Hi
ghert
hemagni
tudeofmeani
ndi
cat
est
hathi
gheri
sthel
evelofagr
eementon

t
hest
atementandv
icev
ersa.Hi
ghestmagni
tudeofmeansi
sfoundt
obe4.
48

andi
sforst
atementnumber1.Thi
sindi
cat
est
hatt
hepur
poseofper
for
mance

appr
aisali
scl
earamongempl
oyees.Thel
owestmagni
tudeofmeani
sfoundt
o

be3.
68andi
sfoundt
obef
orst
atementnumber10.Thi
sindi
cat
est
hatt
her
eis

scopef
ori
mpr
ovementi
nthecommuni
cat
ionoff
eedbacki
ntheper
for
mance

appr
aisal
process.

Thest
andar
ddev
iat
ionandv
ari
anceoft
hescor
edat
aindi
cat
ethespr
eadoft
he

dat
afr
om t
he mean.
.The dev
iat
ion i
s 0.
48 f
orst
atementnumber4.Thi
s

i
ndi
cat
es t
hatt
he pay f
ixat
ion and pr
omot
ion based on t
he per
for
mance

appr
aisali
sef
fect
ivel
ycommuni
cat
edandi
treachest
oal
lthemember
s.The

dev
iat
ioni
s0.
94f
orst
atementnumber10.Thi
sindi
cat
est
hatcommuni
cat
ion

r
egar
ding t
he f
eedback i
s notr
eachi
ng t
o al
lthe empl
oyees equal
l
y.I
tis

suggest
edt
hatmechani
sm shal
lbei
mpl
ement
edt
oconf
ir
mthatf
eedbackof

per
for
manceappr
aisali
sreachedt
otheempl
oyees.Thev
ari
ancei
sindi
cat
iveof

v
ari
ati
on f
rom t
he mean.Thev
ari
ancei
scor
rel
ated st
andar
d dev
iat
ion,t
he

ar
gument
sforpl
acedf
orst
andar
ddev
iat
ioncanbeext
endedt
ovar
ianceal
so.
51
Per
for
manceappr
iasal–sat
isf
act
ioni
ndex(
pasi
)

The per
for
mance appr
aisalsat
isf
act
ion i
ndex (
PASI
)oft
he empl
oyee i
s

comput
edbasedont
hescor
esassi
gnedt
other
esponsesi
nsect
ion5.
4.The

per
for
manceappr
aisal
sat
isf
act
ioni
ndex(
PASI
)ofr
espondent
sispl
ott
ed.

100%
sal
ndex

80%
manceappri
ioni

60%
sfact

Mean=79%
or
sati

40% SD=9%
Perf

20%
1 471013161922252831
Respondentnumber

52
Test
ingofhy
pot
hesi
s

Thedet
ail
sofov
eral
lsat
isf
act
ion.Thehy
pot
hesi
soft
her
esear
chwor The
kwas“

Empl
oyeesi
nMar
utiSuzuki
,Hoshi
arpurar
esat
isf
iedwi
tht
heper
for
mance

appr
aisal
.”Ther
angeofscor
esoft
her
esponsesi
s2t
o5.Themagni
tudeofmean

ofscor
esi
sani
ndi
cat
iont
otheov
eral
lsat
isf
act
ionl
evel
ofempl
oyees.Themean

ofscor
esi
s3.
97,
whi
chi
sgr
eat
ert
hanmi
dval
ueofmaxi
mum scor
e(equal
to2.
5).

Thi
sindi
cat
est
hat
,ingener
al,
empl
oyeesar
esat
isf
iedwi
tht
heper
for
mance

appr
aisal
processi
nMar
uti
Suz
uki
,Hoshi
arpur
.Thest
andar
ddev
iat
ioni
s0.
79,

whi
chi
slesst
hant
hei
ncr
ementi
nmagni
tudeofscor
e(equal
to1)consi
der
edf
or

di
ff
erentopt
ionsi
nthequest
ionnai
re.Thi
sindi
cat
est
hatt
hedev
iat
ionofcol
l
ect
ed

dat
afr
om t
hemeani
slowandhencet
hei
nter
pret
ati
onbasedonmeani
scanbe

accept
abl
e.Thev
ari
ancei
s0.
52.Cr
onbah’
sal
phai
s0.
787,
amagni
tudegr
eat
er

t
han0.
7indi
cat
est
hatt
hedat
aisr
eli
abl
efort
est
ingt
hehy
pot
hesi
s(Nunnal
y,

1978)
.

Statist
icalev
aluat
ionoftheov
eral
lresponses
Statementsunder Mi ni
mum Maxi mum Mean St andardVar
iance Cr
onbach’
s
considerat
ion deviat
ion alpha
Overall
(statement
number 2 5 3.
97 0.72 0.52 0.
787
1to10)

Ther
esear
chhy
pot
hesi
sist
ost
udyt
hel
evel
ofsat
isf
act
ionofempl
oyeesont
he

perf
ormanceappr
aisal
oft .Theaspectofsat
hecompany isf
act
ioni
sexpl
i
cit
ly
stat
edin

t
hequest
ionnai
re.

St
atementi
nquest
ionnai
r 2.Per
e: for
manceappr
aisali
nmycompanyi
sfai
r
Therel
ati
onshi
pofr
esponseofst
atementno.
2wi
tht
hemaj
orpar
amet
ersof
sat
isf
acti
on,
53

namely,
communi
cat
ion,
measur
ementpol
i
cyandpost
-r
evi
ewdeci
sionar
e
anal
yzed

st
ati
sti
cal
l
y.Thest
atement
scor
respondi
ngt
othesepar
amet
ersar
egi
venbel
ow.

Par
amet Communi
er1: cat
ion
1.
Icl
ear
lyunder
standt
hepur
poseofper
for
manceappr
aisal
10.Per
for
manceappr
aisalf
eedbackwi
l
lbeconv
eyedt
ome
Par
amet
er2:Measur
ementpoli
ci
es
3.Per
for
manceappr
aisal
ref
lect
sobj
ect
ivel
ymyper
for
mance
7.
Per
for
manceappr
aisal
inf
luencesi
ndi
vi
dual
per
for
manceposi
ti
vel
y
8.
Presentappr
aisal
syst
em r
ecogni
zesi
mpr
ovedper
for
manceof
i
ndi
vi
dual
Par
amet Post
er3: -r
evi
ewdeci
sions
4.
Per
for
manceappr
aisal
isat
ool
forpr
omot
ionandpayf
ixat
ion
5.
Per
for
manceappr
aisal
processhel
psmysuper
iort
omanagepeopl
e
bet
ter
6.
Per
for
manceappr
aisal
processencour
agesco-
oper
ati
onandt
eam spi
ri
t
9.
Per
for
manceappr
aisal
isacar
eerdev
elopment
alandeducat
ional
tool

Ther esponsesoft hev ar i

ousst atement si
nt hequesti
onnairearecombi nedto
evaluat e
eachpar amet er
.Thesum oft hescor esofr esponsesofst atement sisassumedt o
bet he
responseofeachoft hreepar amet ers.Thest ati
sti
calanalysi
s,namel y
, corr
elati
on
coef fici
entandF- testar ecar ri
edout .
Thecor relati
onmat ri
xbet weent hepar amet er1to3andsat i
sfacti
oni scomput ed.
Thecor relati
onst udyi ndicatesthatt heov erall
satisf
acti
oni sstr
ongl y
rel
at edt ot hecommuni cation(par amet er1),measurementpol i
cies( paramet er2)
and
post -revi
ew deci sions( paramet er3) .I tmaybeal sonot edt hatt he
paramet ers
communi cation,measur ementpol ici
esandpost -
revi
ewdeci si
onsar e
i
nter dependent .
Correl ati
oncoef ficientmat rixoff actorsinfl
uencingempl oyeesatisfactionand
perfor manceappr ai sal
Sat isfaction Paramet er1 Parameter2 Paramet er3
Satisf act
ion 1 0.5460 0.
5357 0.3867
Paramet er1 0.5460 1 0.
7493 0.4202
Parameter2 0.
5357 0.
7493 1 0.6945
Parameter3 0.
3867 0.
4202 0.6945 1
Analysi
sofvar
ianceiscar
ri
edoutf
ortest
ingt
hehy
pothesis.F-
stat
ist
icsofthe
responses

f
orsat
isf
act
ionandpar
atemet
ers1t
o3i
scomput
edf
ort
est
inghy
pot
hesi
s.

54
Thenul
lhy
pot
hesi
sis:
-

 Thesat
isf
act
ionofempl
oyeei
sunr
elat ocommuni
edt cat
ion(
par
amet
er1)

i
nper
for
manceappr
aisal
.

 Thesat
isf
act
ionofempl
oyeei
sunr
elat omeasur
edt ementpol
i
cies

(
par
amet
er2)i
nper
for
manceappr
aisal
.

 Thesat
isf
act
ionofempl
oyeei
sunr
elat opost
edt -r
evi
ewdeci
sions

(
par
amet
er3)i
nper
for
manceappr
aisal

Resul
tsofANOVAusi
ngMi
crosof
t®excel
progr
am
Fval
ue
ANOVA (
df1=1,df
2=30,
α=0. 05) p-
val
ue
F-
cal
culat
ed F-cr
it
ical
Paramet er
1
Sat
isf
act
ion Communi cati
on 311.
2963 4.
0012 2.
00E-
25
Paramet er
2
Sat
isf
act
ion Measur ement 257.
9866 4.
0012 2.
12E-
23
pol
icies
Paramet er
3
Sat
isf
act
ion Post -
rev i
ew 855.
4469 4.
0012 3.
32E-
37
deci
sions

Thecal
cul
atedandcr
it
icalF-
val
ueofANOVAi
sgi
veni
nTabl
e5.
8.I
tmaybe

not
edt
hatt
hecal
cul
atedF-
val
uei
sgr
eat
ert
hancr
it
icalF-
val
ue,whi
chi
ndi
cat
e

t
hatnot
iont
hatv
ari
ancear
eequalshal
lber
eject
ed.Hence,
thenul
lhy
pot
hesi
sis

r
eject
edandi
tmaybeconcl
udedt
hatt
hepar
amet
ers,namel
y,communi
cat
ion,

measur
ementpol
i
ciesand post
-r
evi
ew deci
sionsar
est
rongl
yrel
ated t
othe

sat
isf
act
ion.Themagni
tudeofp-
val
uei
sver
ysmal
lforal
lpar
amet
ers,whi
ch

i
ndi
cat
ethati
tismor
ecer
tai
ntoconcl
udet
hatnul
lhy
pot
hesi
sisf
alse.

55
Chapt
er6
Summar
y,f
indi
ngs,
CONCLUSI
ONSAND
RECOMMENDATIONS

Summar
y
Thesat
isf
act
ionofmanager
ialcadr
eempl
oyeesofMar
utiSuzuki
,Hoshi
arpuron
t
heper
for
manceappr
aisalsy
stem oft
hecompanyi
sst
udi
ed.Theper
for
mance
appr
aisalsy
stem i
nMar
utiSuzuki
,Hoshi
arpuri
sst
udi
ed.Thef
act
orsi
nfl
uenci
ng
t
hesat
isf
act
ionofper
for
manceappr
aisali
sident
if
ied.Thepar
amet
ers,namel
y,
communi
cat
ion,measur
ement pol
i
cies and post r
evi
ew deci
sions of t
he
per
for
manceappr
aisalsy
stem ar
econsi
der
edf
ort
heanal
ysi
s.Aquest
ionnai
re
cont
aini
ng t
en st
atement
sis pr
epar
ed and t
he r
esponse ofempl
oyees i
s
col
l
ect
ed.Themanager
sat
tendedoneshi
ftofcompanyi
stakenast
hesampl
e
ofpopul
ati
on.Thef
requencyoft
her
esponsesi
sanal
yzed.Ther
esponsesoft
he
manger
sar
emappedt
oa5poi
ntscor
eLi
ker
t’
sscal
e.Thedescr
ipt
ivest
ati
sti
cal
anal
ysi
soft
hescor
eoft
her
esponsesi
scar
ri
ed out
.Thei
nfl
uenceoft
he
par
amet
erssuchasage,f
ormaleducat
ionandexper
ienceont
her
esponsesi
s
st
ati
sti
cal
l
yanal
yzedusi
ngcor
rel
ati
onandANOVAappr
oaches.

FI
NDI
NGS
Thef
indi
ngsoft
hequest
ionnai
rebasedr
esear
chont
hesat
isf
act
ionoft
he
empl
oyeesi
nthemanager
ialcadr
eonper
for
manceappr
aisalsy
stem i
nMar
uti
Suzuki
,Hoshi
arpurar
e:-
1.Maj
ori
tyoft
heempl
oyeesi
nthemanager
ial
cadr
eismal
es.
2.Maj
ori
tyoft
heempl
oyeesi
nthemanager
ial
cadr
eisi
ntheagegr
oupof
25t
o35y
ear
s
3.Maj
ori
tyoft
heempl
oyeesi
nthemanager
ial
cadr
eishav
ingf
ormal
educat
ionmor
ethanbachel
orsdegr
ee
4.Maj
ori
tyoft
heempl
oyeesi
nthemanager
ial
cadr
eishav
ingacompany
exper
iencemor
ethan5y
ear
s.
5.Theanal
ysi
soft
hef
requencyoft
her
esponsesi
ndi
cat
edt
hatt
he
empl
oyeesar
esat
isf
iedwi
tht
heper
for
manceappr
aisal
syst
em oft
he
company
.

56
6.About52per
centoft
hesampl
eagr
eedt
othef
actt
hatknowl
edgeabout
t
heper
for
manceappr
aisal
iscl
ear
.
7.About68per
centoft
hemanager
sagr
eedt
hatt
heper
for
manceappr
aisal
sy
stem oft
hecompanyi
sfai
r.
8.About71per
centoft
hemanager
sopt
ed‘
agr
ee’
fort
hest
atementt
hatt
he
per
for
manceappr
aisal
ref
lect
sobj
ect
ivel
yoni
ndi
vi
dual
’
sper
for
mance.
9.About74per
centoft
hemanager
sagr
eedt
othef
actt
hatt
heper
for
mance
appr
aisal
isat
ool
forpr
omot
ionandpayf
ixat
ion.
10.
About61per
centoft
hemanager
sagr
eedt
hatt
heper
for
manceappr
aisal
i
samanagementt
ool
andhel
pst
omanagepeopl
ebet
ter
.
11.
About55per
centoft
her
espondent
sopt
ed‘
agr
ee’
fort
hest
atementt
hat
t
heper
for
manceappr
aisal
processencour
agescooper
ati
onandt
eam
spi
ri
t.
12.
About72per
centoft
hemanager
sagr
eedt
hatt
heper
for
manceappr
aisal
i
nfl
uencesi
ndi
vi
dual
per
for
manceposi
ti
vel
y.
13.
About65per
centofmanager
sopt
ed‘
agr
ee’
forst
atementt
hatt
he
per
for
manceappr
aisal
syst
em r
ecogni
zesi
mpr
ovedper
for
manceof
i
ndi
vi
dual
.
14.
About52per
centofr
espondent
sagr
eedt
hatper
for
manceappr
aisal
isa
car
eerdev
elopment
alandeducat
ional
tool
.
15.
About61per
centoft
hemanager
sagr
eedt
hatt
heper
for
manceappr
aisal
f
eedbacki
sconv
eyedt
othei
ndi
vi
dual
.
16.
Thedescr
ipt
ivest
ati
sti
cal
anal
ysi
sindi
cat
edt
hatt
hemeanoft
hescor
eis
gr
eat
ert
han3.
0foral
ltenst
atement
sint
hequest
ionnai
re
17.
Thest
andar
ddev
iat
ionoft
hescor
eisl
esst
han1.
0foral
ltenst
atement
s
i
nthequest
ionnai
re.
18.
Themeanper
for
mancesat
isf
act
ioni
ndexi
sfoundt
obe79per
cent
19.
Themeanscor
eofsat
isf
act
ionofper
for
manceappr
aisal
syst
em
account
ingf
oral
lthequest
ionsandal
lther
espondent
sisf
oundt
o3.97.
20.
TheANOVAi
ndi
cat
edt
hatt
hecommuni
cat
ionandsat
isf
act
ionof
per
for
manceappr
aisal
arest
rongl
ycor
rel
ated.
21.
TheANOVAi
ndi
cat
edt
hatt
hemeasur
ementpol
i
ciesandsat
isf
act
ionof
per
for
manceappr
aisal
syst
em ar
est
rongl
ycor
rel
ated.
22.
TheANOVAi
ndi
cat
edt
hatt
hepost
-r
evi
ewdeci
sionsandsat
isf
act
ionof
per
for
manceappr
aisal
syst
em ar
est
rongl
ycor
rel
ated.
CONCLUSI
ONS
Af
airper
for
mance appr
aisalpr
ocess hel
ps t
oimpr
ovet
he sat
isf
act
ion i
n
empl
oyees.Thewi
l
li
ngnesst
oinv
estaddi
ti
onalef
for
toft
owar
dsenhanci
ng
pr
oduct
ionandt
her
ebymar
ketandf
inanci
alposi
ti
oni
ncr
easeswi
thempl
oyee
sat
isf
act
ion.Theper
for
manceappr
aisalaccount
ingf
ort
hei
ndi
vi
dualandt
eam
per
for
manceoft
hemember
swi
l
lhel
ptoi
ncr
easet
hepl
antout
put
.Basedont
he
quest
ionnai
resur
veyconduct
ed,i
tcanbeconcl
udedt
hatempl
oyeesofMar
uti
Suzuki
,Hoshi
arpurar
esat
isf
iedwi
tht
heper
for
manceappr
aisal
process.
Empl
oyeessat
isf
act
iondependsont
hemanyaspect
sofper
for
manceanal
ysi
s
andcompanyhav
etol
ooki
ntot
hebal
ancedbl
endofi
mpor
tantaspect
sli
ke
communi
cat
ion,
measur
ementpol
i
ciesandpost
-r
evi
ewdeci
sions.

RECOMMENDATI
ONS
I
tisr
ecommendedt
hatt
hecompanymayl
ooki
ntot
hef
oll
owi
ngaspect
sof
per
for
manceappr
aisalt
hatar
ebei
ngr
evi
ewedi
nthi
sresear
chi
nLi
ker
t-
scal
e,t
o
i
mpr
ovet
hescor
eofempl
oyeesat
isf
act
ion.
 Obj
ect
ivel
yref
lect
ingi
ndi
vi
dual
’
sper
for
mance
 Asmanager
ial
tool
 I
mpr
ovementi
ncooper
ati
onandt
eam spi
ri
t
 Recogni
ti
onf
ori
mpr
ovedper
for
mance
 Asaeducat
ional
(tr
aini
ng)andcar
eerdev
elopmentt
ool
 Communi
cat
ionoff
eedback

58
BI
BLI
OGRAPHY

Agui
nis,H.Joo,H.and Got
tfr
edson,R.
K.(
2012)“
Per
for
mancemanagement
uni
ver
sal
s:Thi
nkgl
obal
l
yandactl
ocal
l
y”Busi
nessHor
izons,Vol
.55,No.
4,
Jul
y–August
,pp.385-
392.
Agui
nis,H.
,Joo,H.andGot
tfr
edson,R.
K.(
2011)“
Whywehat
eper
for
mance
management
—Andwhyweshoul
dlov
eit
”Busi
nessHor
izons,
Vol
.54,
No.6,
Nov
ember
–December
,pp.503-
507.
Ander
son,E.
W.and For
nel
l
,C.(
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A Cust
omerSat
isf
act
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Pr
ospect
us"I
nRi
char
dOl
i
verandRol
andRust(
eds.
),Fr
ont
ier
sinSer
vices
Mar
ket
ing.CA:
Sage,
Newbur
yPar
k.
Andr
és,
R.D.
,Gar
cía-
Lapr
est
a,J.
L.andGonzál
ez-
Pachón,J.(
2010)“
Per
for
mance
appr
aisalbased on di
stance f
unct
ion met
hods”Eur
opean Jour
nalof
Oper
ati
onal
Resear
ch,
Vol
.207,
No.3,
December,
pp.1599-
1607.
Aswat
happa,K.(
2005)“
Human r
esour
cesper
sonnelmanagement
”,4e,Tat
a
McGr
awHi
l
l,NewDel
hi
Bhat
tachar
yya,D.
K.(
2011)“
Per
for
mancemanagementsy
stem andst
rat
egi
es”
Pear
sonEducat
ion,
NewDel
hi.
Bouski
l
a-Yam,
O.andKl
uger
,A.N.(
2011)“
Str
engt
h-basedper
for
manceappr
aisal
andgoalset
ti
ng”HumanResour
ceManagementRev
iew,Vol
.21,No.2,
June,
pp.137-
147.
Br
iec,
W.andKer
stens,
K.(
2009)“
Mul
ti
-hor
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kowi
tzpor
tfol
i
oper
for
mance
appr
aisal
s:Agener
alappr
oach”Omega,
Vol
.37,
No.1,
Febr
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y,pp.50-
62.
Br
utusS.(
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Wor
dsv
ersusnumber
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heor
eti
calexpl
orat
ionofgi
vi
ngand
r
ecei
vi
ngnar
rat
ivecomment
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”HumanResour
ce
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iew,
Vol
.20,
No.
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pp.
144-
157.

59
 Appendi
xA-Quest
ionnai
re
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tment: ……………………………………
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gnati
on: ……………………………………
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easeindi
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ckingintheappropr
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60