Letter of Consent

I, ____________, hereby willing to participate in the study initiated by Miss. Varsha Prabhakaran
on "A Study on the Performance Appraisal System in IBS, Trivandrum". Miss. Varsha
Prabhakaran has explained in detail the procedural aspects of the study well in advance. After
consulting, I have agreed to be part of the study in my own wish and not by any force. I am
happy to be part of this study as it is going to throw light on the newer aspects which are not
explored and beneficial for the employees, employers on performance appraisal.

(Name and address of the Participant)

 APPRAISAL FORM

A Study on The Performance Appraisal System in IBS Trivandrum

General Information:

1. Name:

2. Designation:

3. Age:

4. Marital Status:

5. Department / Sector:

6. Years of Service put in: <5 years 5-12 years Above 12 years

7. Qualification:

8. Does your organization have a well-defined performance appraisal method? Yes No

9. How frequently is performance appraisal done?

Every 6 months
Every 1 year
Other v

10. Which is the most commonly used performance appraisal method in your organization?

BARS
MBO
Psychological appraisal
Assessment centers
HR accounting
Balance score card
Any other, specify_______________

11. Please tick the right score you would like to assign for the following statements:
 Sl.No STATEMENT Response

1 The appraisal system helps the Managers to plan their 1 2 3 4 5

performance well.

2 The appraisal system provides an opportunity for self-review I 2 3 4 5

and reflection.

3 The appraisal system encourages both the appraiser and the 1 2 3 4 5

appraisee to have a common understanding of the factors
affecting the performance of the appraise.

4 The appraisal system provides an opportunity for a discussion 1 2 3 4 5

between the appraiser and the appraisee on the expectations,
achievements, failures, constraints and improvements
required.

5 The appraisal system encourages open communication1 2 3 4 5

between each appraiser-appraisee pair through
performance review discussion.

6 The appraisal system has scope for correcting the biases of1 2 3 4 5
the reporting officer through a review process.

7 The appraisal system aims at strengthening appraiser- 1 2 3 4 5

appraisee relations through mutuality and trust.

8 The appraisal system has scope for communicating top 1 2 3 4 5

 management plans and business goals to the staff below.

9 Periodic orientation programmers are conducted to explain the 1 2 3 4 5

objectives of the appraisal system.

10 Reporting officers help their appraisees to plan their 1 2 3 4 5

performance in the beginning of the year.

11 Discussions on key performance areas/ key result areas/ tasks/ 1 2 3 4 5

targets between appraiser-appraisee pairs is very educative
to appraisees and appraisers.

12 Managers take performance appraisals seriously. 1 2 3 4 5

13 Executive do a thorough job on self-appraisal in terms of 1 2 3 4 5

reviewing, reflecting and analyzing the factors affecting their
performance.

14 Performance review discussions are conducted with high 1 2 3 4 5

quality and care.

15 Efforts are made by appraisers to be objective in their 1 2 3 4 5

appraisals.

16 Appraisal data are used by the HR department for 1 2 3 4 5

other development decisions like job rotation, job enrichment
and the like.

17 The appraisal data are used as inputs for recognition 1 2 3 4 5

 and encouragement of high performers and desirable
behavior.
18 The reviewing officers take appraisals seriously and try to 1 2 3 4 5
educate their subordinates to overcome their personal biases
and favoritism.

19 The HR department actively reviews each appraisal and 1 2 3 4 5

discusses with line manager.

20 The HR department provides adequate feedback to line 1 2 3 4 5

managers on their rating behaviors and the decisions taken on
their ratings.

21 The performance review committees do a thorough job in 1 2 3 4 5

reviewing and using appraisal data.

22 Appraisals facilitate growth and learning in the organization 1 2 3 4 5

both for appraisers and appraisees.

23 Designing development oriented appraisal systems is 1 2 3 4 5

necessary for the organization.

24 Your company periodically reviews the implementation of 1 2 3 4 5

appraisal system.

25 Your company analyses performance appraisal data to I 2 3 4 5

identify biases in ratings.

26 Your company analyses performance appraisal data for 1 2 3 4 5

identifying training needs.
27 Performance appraisal system helps in getting the employees 1 2 3 4 5
of various departments/ units/ sections to identify
their department/unit/section training needs.
28 Your company analyses annually the facilitating and 1 2 3 4 5
inhibiting factors identified by performance appraisal
and identifying organizational level and departmental
level factors affecting employee performance.

29 Your company identifies appraisee - appraiser pairs that 1 2 3 4 5

need assistance in conducting performance review
discussions and providing help.

30 Your company establishes counseling services for workers. 1 2 3 4 5

31 Your company prepares a training policy and I 2 3 4 5

reviews it periodically.

Your company conducts in-house

32 programmers. 1 2 3 4 5

33 Your company improves the effectiveness of in-house 1 2 3 4 5

programs through constant review with participants and
faculty.

34 Your company circulates reading material for employees. 1 2 3 4 5

35 Your company formulates, job rotation policies and 1 2 3 4 5

undertakes job rotation exercise.
36 Your company conducts role analysis exercises and improves 1 2 3 4 5
role clarity.

37 Your company improves the communications within the 1 2 3 4 5

company through newsletters and other media.

38 Your company undertakes organizational development and 1 2 3 4 5

self-renewal exercises organizations- wise or in different
departments/ units/ sections.

39 The performance appraisal system in the organizations 1 2 33 4 5

provides an opportunity for each appraisee to have a clear
understanding of what is expected from him by his
reporting officer, during the performance year.

40 The performance appraisal system helps each the appraisee 1 2 3 4 5

and the appraiser to have a clear joint understanding of each
other's job.

41 The performance appraisal system provides an opportunity 1 2 3 4 5

for each appraisee to communicate the support he needs from
his superiors to perform his job well.

42 The appraisal system encourages the appraiser and the 1 2 3 4 5

appraisee to have a common understanding of the
factors affecting the performance of the appraisee.

43 The appraisal system has scope for reflection and assessment 1 2 3 4 5

of each appraisees on the personality factors and attributes
 required for the current job of the assesse.

44 The appraisal system provides an opportunity for each 1 2 3 4 5

appraisee to express his developmental needs.

45 Appraisals facilitate growth and learning in the organization 1 2 3 4 5

for the appraisees.

Appraiser's Scale:

1- Totally False;

2- 25% True, 75% False;

3- 50% True, 50% False;

4- 75% True, 25% False;

5- completely true.