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Performance Appraisal System

The document discusses an organization's performance appraisal system. It presents a series of statements about different aspects of performance appraisal and asks respondents to rate their level of agreement on a scale. The aspects covered include who assesses performance, how appraisal helps cooperation and reduces grievances, whether objectives and criteria are clear and discussed, and whether appraisals include skills development plans. It also addresses whether pay is linked to performance, opportunities for internal career mobility, and experiences working in autonomous work groups. Respondents are asked to indicate their agreement with statements across these various dimensions of performance appraisal.

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Shruti Gupta
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82 views4 pages

Performance Appraisal System

The document discusses an organization's performance appraisal system. It presents a series of statements about different aspects of performance appraisal and asks respondents to rate their level of agreement on a scale. The aspects covered include who assesses performance, how appraisal helps cooperation and reduces grievances, whether objectives and criteria are clear and discussed, and whether appraisals include skills development plans. It also addresses whether pay is linked to performance, opportunities for internal career mobility, and experiences working in autonomous work groups. Respondents are asked to indicate their agreement with statements across these various dimensions of performance appraisal.

Uploaded by

Shruti Gupta
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
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Performance appraisal system

1. Performance of org. is assessed by self, superior or consultant.

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

2. Performance appraisal helps to win cooperation and team work

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

3. Performance appraisal is helpful in reducing grievance among employees.


Strongly agree
Agree
Neutral
Disagree
Strongly disagree

4. Performance ratings are done periodically.


Strongly agree
Agree
Neutral
Disagree
Strongly disagree

5. Performance appraisal system keeps a check on major achievement and failure or


success of work.
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
6. Does the performance appraisal establish clear objectives, expectations and
performance measurement criteria linked to that specific job?

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

7. Does the performance appraisal provide objective, interactive and meaningful


feedback on performance?

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

8. Do performance objectives clearly support organizational objectives?

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

9. Are these objectives and measurement criteria discussed with the individual being
appraised?

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

10. Do the employees have clear and direct control over the outcome of their appraisals?

Strongly agree
Agree
Neutral
Disagree
Strongly disagree
11. Do performance appraisals reflect an employee’s positive behavior, as well as results?

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

12. Do performance appraisals include a written plan to improve employees’ knowledge


and skills

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

13. Performance appraisal is helpful in improving personal skills.

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Pay linked to performance


1. Does the organization have a policy clearly stating its position on employee
compensation?
2. Performance Pay has led many staff to give sustained high performance at work
3. Performance Pay has helped to increase the quality of the work of many staff.
4. Performance Pay has led to an increase in the quantity of the work of many staff.
5. Performance Pay has made many staff more committed to their work.
6. Performance Pay has raised staff awareness of the Reporting System's objectives.
7. Performance Pay has made supervisors set work targets more clearly
8. The existence of Performance Pay has given me an incentive to work beyond the
requirements of my job.
9. The system of Performance Pay has made me want to show more initiative in my
job.
10. The existence of Performance Pay has encouraged me to give sustained high
performance at work.
11. Performance Pay has made promotion seem more distant.
12. Performance Pay has given me a greater incentive to get my work priorities right.

Internal career mobility


1. People who are hard working and result oriented are praised and rewarded.
2. The company makes an effort to identify my strengths and weaknesses.
3. I have had opportunities at work to learn and grow.
4. In the last three months, my superior has talked to me about my progress.
5. I am outcome focused in my approach to my work.
6. I accept full responsibility for my contributions to job-related activities.
7. I look for opportunities to work with others on projects and significant
tasks.

Autonomous work groups


1. Flexible teams build up to solve particular project or problem
2. Do you work in permanent work group or team that has common tasks and possibility
to plan its work?
3. Work pressure becomes evenly distributed in the group”
4. “Nearly all the members of my team contribute equally to the work”
5. Are you generally satisfied with team based way of working
6. “At my work I have opportunity to be in touch with my colleagues by means of team
work”

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