Statement of the Problem:

Performance appraisal is a process of assessing, summarizing and developing the work

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

Objective:
The various objectives of our research are as follows:
 To examine why an appraisal system is important
 To study existing appraisal system in various organizations across sectors like BPO, IT &
Telecom.
 To find the expectation of appraiser and appraisee
 To determine the satisfaction level of the appraisee
 To reveal the various loopholes in the appraisal system if any
 To find the consequences of an inappropriately conducted appraisal system

In order to accomplish the objectives of the study, it is essential to articulate the manner in
which it is to be conducted, i.e., the research process is to be carried-out in a certain
framework. The research methodology, which follows, is the backbone of the study.

Data Collection Sources

Research work was done from two sources: -

(1) Primary data

(2) Secondary data

Primary data was collected by questionnaire and interview in the organizations. The
questionnaire comprised of closed and attitude questions. The opinion on existing Performance
Appraisal practices and their affectivity were collected through questionnaire which was
circulated to all the employees at all levels and the results have been analysed on the basis of
agree and disagree. The methodology for collection of data also included interviews and
discussion with the top management of the organization.

Secondary data: It was collected by reviewing different literatures, from published books,
management journals, articles published by the other researchers on 360 Degree Appraisal.

TYPES OF RESEARCH
Research methodology is a way to systematic solve the Research Problem. It is a procedure,
which is followed step by step to solve a particular research problem.

There are basically four types of researches:

1 EXPLORATIVE RESEARCH
2 DESCRIPTIVE RESEARCH
3 DIAGNOSTIC RESEARCH
4 HYPOTHESIS TESTING RESEARCH

Explorative Research:
To gain familiarity with phenomenon or to achieve an insight into it.

Descriptive Research:
To poetry accurately the characteristics of the particular individual situation or a group.

Diagnostic Research:
To determine the frequency with which something occurs or with which it is associated with
something else.

Hypothesis Testing Research:

To test a hypothesis of casual relationship between variables.
The present project is Descriptive cum Explorative in nature. It is done to poetry accurately
the characteristics of a particular individual situation or a group. The major purpose of the
descriptive research is the description of the state of the affairs as it exits at resent. The main
characteristics of this method are that the researcher has no control over the variables; he can
only report what has happened or what is happening.

Sample Description

The total sample size for this project was 100 employees at Dialog.

The information collected through above methods has been tabulated, analysed and
interpreted. Finally an overall assessment of the contribution of top management, supervisory
staff has been made towards improving the effectiveness of the organization.

The sample mainly consists of data from the primary sources that are utilized for the
purpose of this study. This is done by means of administrating questioners to human resource
managers / executives in different software companies in Dialog. Secondary data like company
journals, newsletters, records etc. were also relied on for retrieving further information.

Instrumentation Technique
Questionnaire and structure disguised questions.

Actual Collection of Data

Both secondary and primary sources of data are utilized for the purpose of this study.
Primary data is collected by means of administering a questionnaire to the Human Resource
Managers / Executives in Dialog. Secondary data is collected from various records, manuals and
other sources of the HR Department.

Tools used for testing of hypothesis

 In attempting to arrive at a decision about the population on the basis of the sample
information it is necessary to make assumptions or guesses about the population parameters
involved such an assumption is called statistical hypothesis, which may or may not be true or
not is called test of hypothesis or test of significance. In the test of hypothesis it begins with an
assumption or hypothesis is called Null Hypothesis.

The null hypothesis asserts that there are no significant differences between the
statistics and the population parameters and whatever observes difference is there merely due
to fluctuations in sampling from the sample population. Null hypothesis is usually denoted by
the symbol, Ho. Any hypothesis that contradicts the Ho (null hypothesis) is called an alternative
hypothesis and is denoted by symbol H1. The technique used to test the hypothesis is Test for
proportion.

Other Software used for the data analysis

For the data analysis, and the subsequent interpretation the researcher has adopted
advanced version of MS-EXCEL 2000. This application software has facilitated the researcher to
construct the frequency table, various kinds of graphs and to find out the average responses
from the sample. By this automated data analysis it has minimized the researcher’s time
constraint and reduced human errors and also accurate outlay of information.
 Questions for Appraisee

Name: ___________________________ Contact No: __________________________

1. What do you expect from a Performance appraisal :

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

Salary Administration and Benefits

Determination of promotion or transfer

Decision on layoff

Assistance in goal

Guideline for training Plan

An insight into your strengths and weakness

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

a. Yes b. No

3. Are you satisfied with the appraisal system?

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

4. Are you aware of performance ratings?

a. Yes b. No
5. Do you think you should be given an opportunity to rate your own performance?
a. Yes b. No

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

a. Yes b. No

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

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

a. Yes b. No

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

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

11. Who conducts the performance appraisal”?

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

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

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

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

a. Yes b. No

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

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

16. Is there a post appraisal interview conducted?

a. Yes b. No

17. Appraiser appraised your performance based on

a. Personality traits
b. Behavior
c. Results
d. All the above
 Questions for Appraiser

Name: ___________________________ Contact No: __________________________

1. Purpose of Performance appraisal :

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

Salary Administration and Benefits

Retain performing employees

Determination of promotion or transfer

Decision on layoff

Assistance in goal

Guideline for training Plan

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

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

3. Does the system provide you a chance to communicate the support you need from your
subordinate to perform the job well.

a. Yes b. No
4. Which appraisal system is being employed in the company?
a. Assessment centre
b. MBO
c. BARS
d. 360 degree feedback
e. Balance scorecard

5. Performance Appraisal criteria

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

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

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

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

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

a. Yes b. No

10. Are employee’s comments and suggestions taken into consideration before the
appraisal?

a. Yes b. No

11. Who conducts the performance appraisal”

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

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

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

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

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

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

 a. Yes b. No

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