International Journal of Pure and Applied Mathematics

Volume 116 No. 14 2017, 163-168

ISSN: 1311-8080 (printed version); ISSN: 1314-3395 (on-line version)
url: http://www.ijpam.eu
Special Issue
ijpam.eu

A STUDY ON EFFECTIVENESS OF PERFORMANCE APPRAISAL SYSTEM

1
K.P.Thooyamani , 2S.FabiyolaKavitha, 3 Bernice Lancia Rajasekhar
1
Professor, 2Associate Professor, 3Student
Department of Management Studies, BIST, BIHER, Bharath University, Chennai.
1
thooyamani.mba@bharathuniv.ac.in

Abstract: Performance evaluation isthe method of
procurement, analyzing and recording information about
the actual worth of an employee. The attention of the
performance evaluation is calculating and enlightening
the real performance of the employee and also the future
potential of the employee. Its main aim is to measure
what the employee does.
1. Introduction
Performance evaluation is the periodical, methodical and
an unbiased rating of an employee’s brilliance in matters
pertaining to his existing job and the potential for a better
job[1-6].
According to Flippo: - A prominent personality in the
field of human resources.
Performance evaluation is a organized way of revising
and assessing the performance of an employee during the
given period of time scheduling for his future[7-11], it is
a influential tool to calibrate, reward and refine the
performance of the employees that helps to examine his
accomplishments and evaluate the employees
contribution towards the achievements of the overall
administrative goals.
2. Objectives Of The Study
Primary objectives:
To study the various strategies adopted by Human
Resource Management and its Performance Appraisal
system.
Secondary objectives:
1) The principle objective of this study is to study
evaluate the performance appraisal system of Gem Plast.
2) To study the Employee Performance appraisal
program[12-18].
3) To study the methods or trends adopted by
organization to evaluate their Employees in every year.
To analyze the activity –effectiveness of the company
and appraise overall Human resource position of the
company.
Scope of the Study:
This study covers the Human resources management and
performance appraisal system of the company and
activity engaged in manufacturing grape water. Human
resource, performance appraisal system covers the
aspects like, employee attitude towards work, behavior,
trait, task, and relationship with authority and co-workers
of Gem Plast
This study further compare the Human resource
management to know the relative human resource
position of the company finally many methods of
performance appraisal system and data analysis is carried
out to evaluate the trends in human resources statements
of the company[19-21].
3. Research Methodology
Research Design:
A research design is the preparation of circumstances for
gathering and investigation of data in a manner that aims
to syndicate relevance to the research purpose with the
economy in procedure. The Researcher used Descriptive
research design in this research.
Population:
The GEM PLAST Employees will constitute a
population of 200. Here the sample taken by me 100.
Data Collection:
Data is recorded number of phenomena. While
determining about the method of data collection, the
➢
researcher should use two types of data. They are[22-26],
➢
Primary Data.
Secondary Data.

Table 1. Satisified With Job

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 International Journal of Pure and Applied Mathematics Special Issue

Opinion No of respondents Percentage%

Agree 59 53.63
Strongly Agree 23 20.90
Neutral 25 22.72
Disagree 3 2.72
Strongly disagree 0 0
Total 100 100

Inference:
The table above shows 53.63% of the Employees are satisfied with their job. 20.90%of the Employees are strongly
agree.22.72% of the employees is neutral.2.72% of the employees is disagreeing.
Table 2. Training Session

Opinion No of respondents Percentage

Agree 72 65.45
Strongly Agree 19 17.27
Neutral 16 14.54
Disagreed 2 1.81
Strongly disagreed 1 0.90
Total 100 100

Inference:
Analysis made with reference to the above table reveals that 65.45% of the employees are agreeing and 17.27% of
employees are strongly agree.14.54% is neutral. 1.81% are disagree and remaining are strongly disagree they need
training session.
4. Statistical Tools
Two – Way Anova
Objective:
To find out the difference between experience and average time spent for performance appraisal process.
Step 1:
Ho: There is no significant difference between average time spent for performance appraisal process and experience.
H1: There is a significant difference between average time spent for performance appraisal process and experience.
Ho: There is no significant difference within average time spent for performance appraisal process and experience
.H1: There is a significant difference within average time spent for performance appraisal process and experience.
Step 2:
Calculation Of Correction Factor
10 MIN 11-20 MIN 21 -30 MIN MORE ROW TOTAL

LESS THAN 5 8 6 6 25
1 YR
1-2 YEAR 8 10 9 13 40
3-4 YEAR 8 5 11 6 30
5-6 YEAR 9 7 19 15 50
COLTOTAL 30 30 45 40 145

C.F = T2/ N
= 1452 / 16
C.F = 1314.06
Step 3:
Calculation OfSs Between, Ss Within And Ss Total Variance And Ss Residual
1. SS TOTAL = ∑xij2 - T2/ N

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= (52 + 82 + 6 2+ 62 + 82 + 102 + 92 + 132 + 82 + 52 +

11 + 62 + 92 + 72 + 192 +152) - 1314.06
2
3. SS BETWEEN ROWS TREATMENT
= 1537 – 1314.06 = ∑ Ti2 / Ni - T2/ N
SST = 222.94 = 1406.25 – 1314.06
2. SS BETWEEN COLUMNS SSR = 92.19
TREATMENT 4. SS RESIDUAL OR ERROR
= ∑ Tj2 / Nj - T2/ N = SST – (SSC+ SSR)
= 1356.25 – 1314.06 = 222.94-(42.19 + 92.19)
SSC = 42.19 SSE = 88.56
Step 4:

Anova Table
SOURCES OF SUM OF DEGREE OF MEAN FCAL - FCRITICAL VALUE
VARIATIONS SQUARES FREEDOM SQUARES VALUE AT 5%

BETWEEN 42.19 4-1 = 3 42.19 / 3 = F1 = 14.06 / F1 = (3,9)

COLUMNS 14.06 9.84 = 1.43 = 8.81

BETWEEN 92.19 4-1 =3 92.19 / 3 = F2 = 30.73 / F2 = (3,9)

ROWS 30.73 9.84 = 3.12 = 8.83

RESIDUAL OR 88.56 (4-1)(4-1) = 9 88.56 / 9= 9.84

ERROR
TOTAL 222.94 15

Interpretation:
1. The calculated value of F1 = 1.43 is less than critical value of 8.81 at 5% with d.f at df1 = V1 = 3 and df2 = V2 = 9.
Hence we accept he null hypothesis Ho. We conclude that there is no significant difference between experience and
average time spent for performance appraisal process.
2. The calculated value of F2 = 3.12 is less than critical value of 8.81 at 5% with d.f at df1 = V1 = 3 and df2 = V2 = 9.
Hence we accept he null hypothesis Ho. We conclude that there is no significant difference within experience and
average time spent for performance appraisal process.
Chi – Square Test
A. Objective:
To find the association between the recruitment process for different grades of employees based on qualification.
PARTICULARS UG PG DIPLOMA TOTAL
YES 33 29 28 90
NO 15 12 28 55
TOTAL 48 41 56 145
Formulation Of Hypothesis:
Ho: There is no relationship between the recruitment processes for different for different grades of employees based on
qualification.
H1: There is a relationship between the recruitment processes for different for different grades of employees based on
qualification.
Row Total * Column Total
Expected Frequency =____________________________
Grand Total

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O E (O-E) (O-E)2 (O-E)2 / E

33 29.79 3.21 10.30 0.35

29 25.45 3.55 12.60 0.50
28 34.76 -6.76 45.70 0.31
15 18.21 -3.21 10.30 0.51
12 15.55 -3.55 12.60 0.81
28 21.24 6.76 45.70 2.15
TOTAL 5.69

Calculation:

Calculated Value = 5.69 = 5.991

Degree of Freedom = (r-1) * (c-1) = 1*2 CV < TV
Degree of Freedom= 2 5.69 < 5.991 Ho is accepted
Tabulated Value = Total Value @ 5 % level of
significance
Inference:
There is no relationship between the recruitment processes for different for different grades of employees based on
qualification.

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Findings:

➢
Most of the Employees are satisfied with their job.

➢
65% of Employees satisfied with their training session.

➢
Most of Employees are feel Appraisal is necessary.
To make the performance evaluation system more effective and efficient, the company decided to re-design the

➢
appraisal system.

➢
Many of the Employees are satisfied with prevailing working conditions and environment.
Most of the Employees, agree the Appraisal system will give the chances to reach the top position.

➢
Suggestions:
The concern must implement environment policies needs and preferences, the company can enhance the
and develop the organization culture for regulating their Appraisal system in the company.

➢
employees in the work.
The idea has been implemented and designed a new References

➢
appraisal system under the guidance of H.R.
The similar type of research at regular interval must
be conducted by the company to know the changing
attitude of workers and to know about their improvement
to motivate them.
4. Conclusion
The study is based on the opinion of response towards the
Appraisal systems in Gem Plast. The study shows that
overall Performance evaluation in the company
satisfactory. For the coming years the company should
concentrate more on following better strategies towards the
improvement of Appraisal system.
Employees are satisfied with the overall Appraisal system
in the organization. But there are a few areas where the
management should concentrate more. By making slight
changes to present strategy and by knowing the employees
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