DATA ANALYSIS AND

INTERPRETATION
 1. Are you aware about the organization performance appraisal
system?

a) YES b) NO
OPINION NO. OF PERCENTAGE
RESPONDENTS
50 100
YES
0 0
NO
50 100
TOTAL

YES
NO

From the above it is evident that 100% of the employees feel that
performance appraisal is quit essential for any organization.
 2. Do you think that performance appraisal is essential?

a) YES b) NO

OPINION NO.OF PERCENTAGE

RESPONDENTS

YES 48 96
NO 2 4
TOTAL 50 100

YES
NO

From the above data it is evident that 96% of the respondents feel that
performance appraisal is very essential in the organization, where as 45
employees feel it is not essential in organization.
3. Does appraisal system of your organization facilities career growth &
learning?

a) YES b) NO

OPINION NO.OF PERCENTAGE

RESPONDENT

YES 42 84
NO 8 16
TOTAL 50 100

YES
NO

From the above data it shows that 84% of employees feel that organization
facilitate growth & learning due to performance appraisal, where as 16% of
employees feel that organization does not provides growth & learning of
employees.
4. Is the current performance appraisal system really assesses the quality of
an employee.
Do you agree?

a) YES b) NO
OPINION NO.OF PERCENTAGE
RESPONDENTS

YES 46 92
NO 4 8
TOTAL 50 100

YES
NO

From the above data it is evident that 92% of the employees feel that the
performance appraisal system really assesses the quality of an employee,
where as 85 feel that it does not assesses the quality of an employee.
 5. Periodicity of performance appraisal should be on

a) Quarterly basis b) Half-yearly basis

c) Annual basis

OPINION NO.OF PERCENTAGE

RESPONNDENTS

A 8 16

B 12 24
C 30 60
TOTAL 50 100

A
B
C

From the above data it is evident that 60%of the employees feel that
performance appraisal should be done on annual basis & 24% of the
employees feel should be in done on half yearly basis 165 of the employees
feel should be done in quarterly basis.
6The present performance appraisal of your organization distinguishes the
performers & non performers?

a) Strongly agree b) Agree

c) Disagree d) Strongly disagree

OPINION NO.OF PERCENTAGE

RESPONDENTS
A 5 10
B 37 74
C 8 16
D 0 0
TOTAL 50 100

From the above data it is evident that 74% of the employees „agree‟ that
performance appraisal system of the organization distinguishes performs &
non performers, where as 105 strongly agree and 16% disagree doesn‟t
distinguishes performers & non-performers.
7 A monthly performance appraisal of employee is required for
maintaining efficiency of individuals &l organization?

a) YES b) NO

OPINION NO.OF PERCENTAGE

RESPONDENTS
YES 48 96
NO 2 4
TOTAL 50 100

YES
NO

From the above it shows that 96% of the employees feel that periodic
performance appraisal of the employee is required for maintaining efficiency
of individual and organization and above 4% of the employees feel that it is
not required to maintained.
8Are you aware of the basis or attributes on which your performance is
appraised?

a) YES b) NO

OPINION NO.OF PERCENTAGE

RESPONDENTS
YES 41 82
NO 9 16
TOTAL 50 100

YES
NO

From them above data it shows that 82% of the employees are aware on
which their performance is appraised but 16% of the respondents feel that
they are not aware of the basis on which their performance is appraised.
9Performance appraisal should be based upon

a) Seniority b) Performance c) Recommendations & Trade Union

influence d) Both a & b

OPINION NO.OF PERCENTAGE

RESPONDENTS
A 2 4
B 27 54
C 3 6
D 18 36
TOTAL 50 100

From the above data it shows that 54% of the employees feel that
performance appraisal in railways is based upon performance 36% feel that
it based on both performance and recommendation 7 trade union.
10Performance appraisal is useful to the contributor to encourage people to
perform better on their jobs?

a) YES b) NO

OPINION NO.OF PERCENTAGE

RESPONDENTS
YES 46 92
NO 4 8
TOTAL 50 100

YES
NO

From the above data it shows that 92%of the employees feel that
performance appraisal is contributor to encourage better job, but 8% of the
employees feel that it is not a contributor for job.
11The existing appraisal system is helping each employee to discover his/her
potential & make their short comings?

a) Agree b) Disagree c) Strongly Agree

c) Strongly Disagree

OPINION NO.OF PERCENTAGE

RESPONDENTS
A 38 76
B 6 12
C 5 10
D 1 2
TOTAL 50 100

From the above data it shows that 76% of the employees feel that appraisal
system discovers potential and make their short comings and 125 employees
feel that it does not discover potential.
FINDINGS AND SUGGESTION:

Findings:

 It has been found that most of the employees think that the
performance appraisal is essential and they think it is used as a tool
to improve performance, to determine organization needs, and to
basis for pay increase, promotions, and transfer.
 The appraisal system facilitates growth & learning of employees
and it is used to distinguish performers.
 The existing appraisal system helps the management to identify
potentiality of employees as well as useful for maintaining
efficiency of the individual & organization.
 Some employees that they do not know which basis their
performance is appraised and most of the employees feel that it
help them discover their potential and enables to know their short
coming.
 Organization provides training & development programs to
overcome the short comings identified in performance appraisal.
 The employees that their promotions match their contributions and
new performance appraisal technique should be adopted in the
organization and the short comings are informed to them.
 The performance appraisal supports to experiment with new ideas
as basis for promotion.
Suggestion:
 The performance appraisal system should facilitate career growth &
learning of employees.
 The short coming of employees should be informed to them after
performance appraisal promptly.
 Promotion should be based on performance rather than seniority or any
other factors.
 Performance appraisal should be appraised by granting awards/ merit
certificate.
 New performance appraisal techniques such as 360 degree performance
appraisal system should be used.
 The performance appraisal should not be assessed by biased mind and
personal grudge.
 Feedback should not be given to the employees more frequently.

 On what basis performance appraisal should be informed to

the employees.
 The extent of communication with the top & middle level management.
 The feedback to performance appraisal shouldn‟t only be given to those
employees who are rated „below average‟ but also to all the
employees as is would motivate the employees to perform even better.
 Gauge the potential for performance of each employee.
QUESTIONNAIRE FOR A STUDY ON
PERFORMANCE APPRAISAL SYSTEM.

Name (Optional):_
Age:
Gender:
Department/ Role:

1. Are you aware about the organization Performance Appraisal?

a) Yes b) No

2. Do you think that quarterly Performance Appraisal is essential?

a) Yes b) No

3. Does the Appraisal System of your organization facilitiate career growth

& Learning of employees?

a) Yes b) No

4. Performance Appraisal System really assesses the quality of an employee.

Do you agree?

a) Yes b) No

5. Periodicity of Performance Appraisal should be on

a) Quarterly b) Half-yearly basis

c) Annual basis

6. The present Performance Appraisal of your organization

distinguishes the performer & non performers?

a) Strongly agree b) Agree

c) Disagree d) Strongly disagree
 7. The Periodical Performance Appraisal of employee is required
for maintaining efficiency of individual & organization?

a) Yes b) No

8. 8Are you aware of the basis or attributes on which your performance is

appraised?

a) YES b) NO

9Performance appraisal should be based upon

a) Seniority b) Performance c) Recommendations & Trade Union

influence d) Both a & b

10Performance appraisal is useful to the contributor to encourage people to

perform better on their jobs?

a) YES b) NO

11The existing appraisal system is helping each employee to discover his/her

potential & make their short comings?

a) Agree b) Disagree c) Strongly Agree

c) Strongly Disagree
Conclusion
Performance appraisal is the systematic observation and evaluation of
employees’ performance. Some of the most commonly used
performance appraisal methods include the judgmental approach, the
absolute standards approach, and the results-oriented approach.
Ideally, performance appraisal should be completely accurate and
objective. However, the performance appraisal process is far from
accurate and objective, sometimes resulting in rating errors. Common
rating errors include strictness or leniency, central tendency, halo
effect, and recency of events.

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