QUESTIONNAIRE

The Outcome of Performance Appraisal on Workforce Viability in BASF Karachi

Dear Respondent!
This survey is a part of BBA Research Project From PAF-KIET .The Purpose of this
research is to identify Outcome Of Performance Appraisal On Workforce Viability In
BASF Karachi and this questionnaire is designed to collect data from Managerial officers
and those who participate in process of performance appraisal. This survey is only for
research purpose and all the information provided by respondents are confidential, private
and protected; no misrepresentation in data will be carried out. The results of this study will
facilitate the organization to work more productively.
You are requested to spare 15 minutes of your busy schedule to fill this questionnaire. Please
fill completely .Your cooperation is highly appreciated.
SYED ADEEL TIRMIZI
__________________________________________________________________________

Age:

24-27

Working Experience:

28 - 30

31-40

41-49

Gender:

50+
MALE

FEMALE

1.
2.
3.
4.
5.
6.

Appraisal conducted in the organization influence

Workforce Viability Positively?
Appraisal conducted in the organization helps to
identify individuals strength and weaknesses?
Your organization takes performance appraisals as
ongoing process to improve viability of workforce?
Methods used for appraisal leaves a positive impact
on workforce attitude towards their work?
Methods used for Performance appraisal helps to
improve Workforce performance?
Frequency of Performance appraisal allow workforce
to review their performance?

Strongly
Disagree

Disagree

Neutral

QUESTIONS

Agree

S.NO

Strongly Agree

Please complete the following questionnaire with specific regard to the above, by placing a
CROSS in the appropriate box

QUESTIONNAIRE

7.
8.

9.

10.

As more the frequency of Performance appraisal is as

more the performance will improve?
Easy to understand, easy to measure, reasonable and
mutually accepted Performance standards when set is
a key to enhance the workforce viability?
Performance standards when communicated in a
meaningful manner it enable workforce to perform
better?
Feedback after Performance appraisal helps to rectify
and improve individual performance?

11.

By rating performance mostly on the positive end

does (Leniency) keeps performance on track?

12.

Rating everyone on an average scale (central Tendency)

motivates everyone to perform better?

13.

14.

15.
16.
17.
18.

Positive or negative evaluation due to keeping any

recent incident in our any work performed recently
(Recency) is a good way to evaluate performance will
it have a positive impact?
When a single characteristic of an individual affect the
overall rating (Halo Effect) the performance of the
individual improves itself?
Employee productivity is the basic tool for analyzing the
organizational performance?
Since participating in the Performance Appraisal process,
You have developed personally?
The Performance Appraisal System helps in spotting
areas for development?
The Performance Appraisal process supports the
Company's Strategy?

19.

Promotion is purely based on Performance Appraisal?

20.

All the information obtained from PA is confidential?

Please write any further comments overleaf

QUESTIONNAIRE
How could the Performance Appraisal be improved?

Do you have any further comments?

Thank you for your help and contribution towards this independent study

Syed Adeel Tirmizi

syedadeeltirmizi@gmail.com
Tel: +92 (0) 300 3740 666