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Name: ___________________________ Contact No: __________________________

1. What do you expect from a Performance appraisal :

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


least preferred)
Detail Rank
Salary Administration and Benefits
Determination of promotion or
transfer
Decision on layoff
Assistance in goal
Guideline for training Plan
An insight into your strengths and
Weakness

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

a. Yes b. No

3. Are you satisfied with the appraisal system?


12345
(1 = Least satisfied; 5 = Most satisfied)

4. Are you aware of performance ratings?

a. Yes b. No

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


performance?
a. Yes b. No

6. Are you given a chance to rate your own performance?

a. Yes b. No

7. Timing of Appraisals

a. Monthly
b. Quarterly
c. Half Yearly
d. Annual
e. Anytime

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

a. Yes b. No

9. Is there a complaint channel for the employees who are dissatisfied with
the performance appraisal system?

a. Yes b. No

10.Are the standards on the basis of which the performance appraisal is


carried out communicated to the employees before hand?

a. Yes b. No

11.Who conducts the performance appraisal”?


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

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


the appraisee’s job to both appraiser and appraise?

a. Yes b. No

Are the objectives of appraisal system clear to you?

a. Yes b. No

Does the appraisal system provide a good communication between the top
management plans and business goals to staff below?

a. Yes b. No

13.Do you want your comments and suggestions to be taken into


consideration during appraisal?

a. Yes b. No

14.Is there a post appraisal interview conducted?

a. Yes b. No

Questions for Appraiser


Name: ___________________________ Contact No: __________________________

1. Purpose of Performance appraisal :

(Rank the options from 1 to 6; 1 being main purpose & 6 being last
purpose)
Detail Rank
Salary Administration and Benefits
Retain performing employees
Determination of promotion or transfer
Decision on layoff
Assistance in goal
Guideline for training Plan
Is the Performance Appraisal helping you to plan your work well?
12345
(1 = Least helpful; 5 = Most helpful)

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


you need from your subordinate to perform the job well.

a. Yes b. No

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

a. Assessment centre
b. MBO
c. BARS
d. 360 degree feedback
e. Balance scorecard
4. Performance Appraisal criteria

a. Quantitative outcome criteria (Sales volume, Sales price,


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

5. Timing of Appraisals

a. Monthly
b. Quarterly
c. Half Yearly
d. Annual
e. Anytime

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

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

Does the appraisal system provide a good communication between the top
management plans and business goals to staff below?

a. Yes b. No

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


a. Yes b. No

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


before the appraisal?

a. Yes b. No

8. Who conducts the performance appraisal?

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

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


the appraisee’s job to both appraiser and appraise?

b. Yes b. No

10.Are the standards on the basis of which the performance appraisal is


carried out communicated to the employees before hand?

a. Yes b. No

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

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


a. Yes b. No

13.If yes, then mention the remedial measures taken?

QUESTIONNAIRE
PERFORMANCE MANAGEMENT SYSTEM is the back bone of every organization. In
order to know the worth of current PM system, I am doing a survey which needs you’re
genuine feedback and support. So I request you all to please help me out in it.

GENERAL INSTRUCTION:-

(A) Objective: From the organizational point of view this questionnaire is a part of

development exercise to know the strength and the areas needing

improvements.

(B) There are three part of questionnaire :-

PART 1 = demographic question

PART 2 = main question

PART 3 = suggestion and comments.

(C) there are two type of questionnaire design in order to meet each hook and corner of

the objective, please refer the table in order to fill the questionnaire.

Part 1

Yes When strongly agree

No When not agree at all

Some how When some how agree on the basis of fact

Can’t say When not aware about the fact.

Part 2
In this type of question four option will be provided to you and you have to select one by
your tick mark on the respective box.

All the feedback provided by you will be keep secret, and will be using only for this
survey purpose.

Section – A: General Profile of Respondents:

1. Sex: Male Female


Y

2. Age group: 25 – 35 36-45 46+

3. Designation : _______________________

4. Experience
a. Less than 1 year b. 2-4years c. 5-7 years d. More than 7
years
b.

5. Approximately how many people are employed in your organization?


a) Less than 100 b) 101-500 c) 501-1000 d) More than
Y
1001

Section – B: Main Questions : Part 1

Q1 Do you have sufficient opportunity to take part in goal setting?

Yes No some how can't say


Y Y Y Y
Q2 Is self rating is very useful for PMS?

Yes No some how can't say


Y Y Y Y

Q3 Are you satisfied with the current PMS system?

Yes No some how can't say


Y Y Y Y

Q4 Is PMS system is very useful for career planning?

Yes No some how can't say


Y Y Y Y

Q5 Is unsatisfactorily PMS is directly related to employee turnover?

Yes No some how can't say


Y Y Y Y

Q6 what do you think not giving right job to a right person also leads to employee
turnover?

Yes No some how can't say


Y Y Y Y

Q7 Are your superiors assist you at the time of your need?


Yes No some how can't say
Y Y Y Y

Q8 Are people with potentials spotted & developed for the future at the time of
conducting PMS?

Yes No some how can't say


Y Y Y Y
Q9 Would recognition given to high performer helps in motivating the employees?

Yes No some how can't say


Y Y Y Y

Q10 Have you get enough courage to discuss all the matters of your goal?

Yes No some how can't say


Y Y Y Y

Part2:-
_______________________________________________________________________
____

Q11) What is the best strategy for reducing the employee turnover especially among the
high performers?

Increase benefit Freedom for work


Y Y

Recognition for work Any other (specify)


Y Y
Q12 What is the single and most compelling factor of employee turnover?

Unclear job role Poor recruitment Standard


Y Y

Less growth Dissatisfaction with pay


Y Y

Q13 How well is the work defined?

Very well Some what,


Y Y
Not really can’t say?
Y Y

Q14 What type of stress do you feel, in this organization?

Work burden Less work for appreciation


Y Y

Criticism from superior’s Less support from subordinate


Y Y

Q15 Whenever a new project is assigned to you, proper training will be given to you? If
you needed or that project need special skills?

Proper training Not proper training


e Y
Insufficient Some how fulfill purpose
Y Y

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