3.1 DATA ANALYSIS AND INTERPRETATION TABLE 3.1 GENDER OF THE RESPONDENTS S.No.

1 2 Gender Male Female Total No. of Respondents 242 123 365 Percentage of Respondents 66.3 33.7 100

INFERENCE The above table shows that, 66.3% of the respondents are male and the remaining 33.7% of the respondents are female.

Chart 3.1 GENDER OF THE RESPONDENTS

34% Male Female 66%

TABLE 3.2 AGE OF THE RESPONDENTS S. No. 1 2 3 4 5 Age 20-25years 25-30years 30-35years 35-40years Above 40years Total No. of Respondents 111 105 54 45 50 365 Percentage of respondents 30.4 28.8 14.8 12.3 13.7 100

INFERENCE The above table shows that,30.4% of the respondents belongs to the age group of 2025years, 28.8%of the respondents are25-30years, 14.8%of the respondents are 30-35years,13.7% of the respondents are above 40 and the remaining12.3% of the respondents are age group of 3545years.

Chart 3.2 AGE OF THE RESPONDENTS

35 30 25 20 15 10 5 0 20-25 years 25-30 years 30-35 years 35-40 years Above 40 years

TABLE 3.3 MARITAL STATUS OF THE RESPONDENTS S.No. 1 2 Marital status Married Unmarried Total No. of respondents 253 112 365 Percentage of Respondents 69.3 30.7 100

INFERENCE The above table shows that, 69.3% of the respondents are married and the remaining 30.7% of the respondents are unmarried.

Chart 3.3 MARITAL STATUS OF THE RESPONDENTS

31% Married Unmarried 69%

TABLE 3.4 WORKING EXPERIENCE OF THE RESPONDENTS S.No. 1 2 3 4 Working experience Below 5 years 5-10 years 10-15 years Above 15 years Total No. of Respondents 133 99 83 50 365 Percentage of respondents 36.4 27.1 22.7 13.7 100

INFERENCE The above table shows that, 36.4% of the respondents are having below 5 years working experience, 27.1%of the respondents are having between 5-10 years working experience , 22.7% of the respondents are having between 10-15 years and the remaining 13.7% of the respondents of the having above 15years.

Chart 3.4 WORKING EXPERIENCE OF THE RESPONDENTS

40 35 30 25 20 15 10 5 0 Below 5 year 5-10 years 10-15 years Above 15 years

Percentage

working experience

TABLE 3.5 MONTHLY INCOME OF THE RESPONDENTS S.No. 1 2 3 4 Monthly income Below 10,000 10,000- 15000 15,000- 20,000 Above 20,000 Total No. of Respondents 132 99 81 53 365 Percentage of respondents 36.16 27.12 22.19 14.52 100

INFERENCE The above table shows that,36.16% of the respondents monthly income are below 10,000,27.12% of the respondents monthly income respondents monthly income 10,000- 15000,22.19% of the

15,000- 20,000 and the remaining 14.52% of the respondents

monthly income are above 20,000.

Chart 3.5 MONTHLY INCOME OF THE RESPONDENTS

40 35 30

Percentage

25 20 15 10 5 0 Below Rs 10000 Rs 10,000Rs15,000 Rs 15,000Rs20,000 Above Rs 20,000

Monthly Income

TABLE 3.6 QUALIFICATION OF THE RESPONDENTS S.No. 1 2 3 4 Qualification SSLC HSC Dip/ITI Degree Total No. of Respondents 121 107 89 48 365 Percentage of Respondents 33.2 29.3 24.4 13.1 100

INFERENCE The above table shows that,33.2% of the respondents educational qualification are SSLC, 29.3% of the respondents educational qualification are HSC,24.4% of the respondents educational qualification are Dip/ITI and the remaining 13.1% of the respondents educational qualification are Degree.

Chart 3.6 QUALIFICATION OF THE RESPONDENTS

35 30

Percentage

25 20 15 10 5 0 SSLC HSC Dip/ITI Degree

Qualification

TABLE 3.7 RESPONDENTS RESPONSE TOWARDS FORMAL PERFORMANCE APPRAISAL SYSTEM FOLLOWED IN THIR ORGANIZATION S.No. 1 2 Response Yes No Total No. of Respondents 365 365 Percentage of respondents 100 100

INFERENCE The above table shows that, all the respondents said that formal performance appraisal system followed in organization.

Chart 3.7 RESPONDENTS RESPONSE TOWARDSFORMAL PERFORMANCE APPRAISAL SYSTEM FOLLOWED IN THEIR ORGANIZATION

100 90 80 70

Percentage

60 50 40 30 20 10 0 Yes No

Formal performance appraisel

TABLE 3.8 PERFORMANCE APPRAISED- INDIVIDUALLY, IN A TEAM OR BOTH S.No. 1 2 3 Particular Individually Team Both Total No.of Respondents 135 162 68 365 Percentage of respondents 37 44.4 18.6 100

INFERENCE From the above table it is inferred that, 44.4% of the respondents said that their performance were appraised in a team , 37% of the respondents said that their performance were appraised individually and the remaining 18.6% of the respondents are both performance were appraised individually in a team or both.

Chart 3.8 PERFORMANCE APPRAISED- INDIVIDUALLY, IN A TEAM OR BOTH

45 40 35 30 25 20 15 10 5 0 Individually Team Both

Percentage

Performance appraised

TABLE 3.9 PERFORMANCE APPRAISAL METHOD FOLLOWED IN THEIR ORGANIZATION S.No. 1 2 3 4 5 Particulars Essay method Graphic rating Forced choice Ranking Others Total No. of respondents 92 89 68 116 365 Percentage of Respondents 25.2 24.4 18.6 31.8 100

INFERENCE From the above table it is inferred that,31.8% of the respondents said that the

organization following ranking method to appraise their performance ,25.2.% of the respondents said that the organization following essay method to appraised their performance,24.4% of the respondents said that the organization following graphic rating method to appraised their

performance and the remaining18.6%of the respondents said that the organization following forced choice method appraised their performance. Chart 3.9 PERFORMANCE APPRAISAL METHOD FOLLOWED IN THEIR ORGANIZATION

35 30

Percentage

25 20 15 10 5 0 Essay method Graphic rating Forced choice Ranking Others

Method of performance appersial

TABLE 3.10 WAY OF PERFORMANCE APPRAISAL SYSTEM HELP BY THE ORGANIZATION S.No. 1 2 3 Particulars Promotion Career planning Goal achievement Total No. of Respondents 114 169 82 365 Percentage of respondents 31.2 46.3 22.4 100

INFERENCE The above table shows that, 46.3%of the respondents said that performance appraisal help for career planning, 31.2%of the respondents said that performance appraisal help for promotion and the remaining 22.4% of the respondents said that performance appraisal help for goal achievement.

Chart 3.10 Way OF PERFORMANCE APPRAISAL SYSTEM HELP IN THE ORGANIZATION

50 45 40 35

Percentage

30 25 20 15 10 5 0 Promotion Career planning Goal achievement

TABLE 3.11 RESPONDENT SATISFACTION WITH THE TRAINING PROVIDED BY THE ORGANIZATION S.No. 1 2 3 4 5 Satisfaction level Highly satisfied Satisfied Neutrally satisfied Dissatisfied Highly Dissatisfied Total No. of Respondents 159 130 76 365 Percentage of respondents 43.6 35.6 20.8 100

INFERENCE The above table reveals that, 43.6% respondents are highly satisfied with the training provided by the organization , 35.6% of the respondents satisfied with the training provided by the organization and the remaining 20.8% of the respondents are neutrally satisfied with training provided by the organization.

Chart 3.11 RESPONDENT SATISFACTION WITH THE TRAINING PROVIDED BY THE ORGANIZATION

45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutrally satisfied Dissatisfied Highly Dissatisfied

Percentage

Satisfaction level

TABLE 3.12 BASIS OF PERFORMANCE SYSTEM IS MAINLY BASED ON ORGANIZATION S.No. 1 2 3 Particulars Seniority Experience Achievement Total No. of Respondents 60 176 129 365 Percentage of respondents 16.4 48.2 35.3 100

INFERENCE The above table shows that, it inferred that 48.2% of the respondents are experience with performance system, 35.3% respondents are achievement and the remaining 16.4% of the respondents are seniority with performance system.

Chart 3.12 BASIS OF PERFORMANCE SYSTEM IS MAINLY BASED ON ORGANIZATION

60 50 40 30 20 10 0 Seniority Experience Achievement

Percentage

TABLE 3.13 PURPOSE OF PERFORMANCE APPRAISAL SYSTEM S.No. 1 2 3 4 5 6 Purpose Motivation Identify training need Identify Talent and ability Improvement in performance Provide information on performance Any others Total No. of Respondents 107 74 68 60 56 365 Percentage of respondents 29.31 20.27 18.63 16.43 15.34 100

INFERENCE The above table reveals that,29.31% of the respondents said that the purpose of performance appraisal is motivation,20.27% of the respondents said that the purpose of performance appraisal is identify training needs, 18.63% of the respondents said that the purpose of performance appraisal is identify talent and ability, 16.43%of the respondents said that the purpose of performance appraisal is improvement in performance and the remaining 15.34% of the respondents said that the purpose of performance appraisal. Chart 3.13 PURPOSE OF PERFORMANCE APPRAISAL SYSTEM
35 30 25 20 15 10 5 0

Percentage

Purpose

TABLE 3.14 ORGANIZATION APPRAISING SYSTEM RISE THE EFFICIENCY & CO- OPERATION S.No. 1 2 3 4 5 Opinion Strongly agree Agree Neutrally agree Disagree Strongly disagree Total No. of Respondents 155 140 70 365 Percentage of respondents 42.5 38.4 19.1 100

INFERENCE The above table depicts that,42.5%of the respondents are strongly agree that the organization appraisal system will raise the efficiency and co-operation among the employees,38.4% of the respondents agree that the organization appraisal system will raise the efficiency and co-operation among the employees and the remaining 19.1% of the respondents are neutrally agree that the organization appraisal system will raise the efficient and co-operation among the employees.

Chart 3.14 ORGANIZATION APPRAISING SYSTEM RISE THE EFFICIENCY & CO-OPERATIO

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutrally agree Disagree Strongly disagree

PERCENTAGE

EFFICIENCY AND CO-OPERATION

TABLE-3.15 WAY OF PERFORMANCE EVALUTION S.No. 1 2 3 4 5 Particulars Achievement Behavior Attendance Quality of work Others Total No. of Respondents 96 122 87 60 365 Percentage of respondents 26.3 33.4. 23.8 16.4 100

INFERENCE The above table shows that, 33.4% of the respondents said that the organization evaluated their performance based on their behavior , 26.3% of the respondents said that the organization evaluated their performance based on their achievement, 23.8% of the respondents said that the organization evaluated their performance based on their attendance and the remaining 16.4%of the respondents said that the organization evaluated performance based on their quality of work . Chart 3.15 WAY OF PERFORMANCE EVALUTION

35 30 25

Percentage

20 15 10 5 0 Achievement Behavior Attendance quality of work others

TABLE 3.16 APPRAISAL SYSTEM ABLE TO SHOW THE AREAS IN WHICH PERSON NEEDS IMPROVEMENT S.No. 1 2 3 4 5 Opinion Strongly agree Agree Neutrally agree Disagree Strongly disagree Total No. of Respondents 151 137 77 365 Percentage of respondents 41.4 37.5 21 100

INFERENCE From the above table it is inferred that,41.4 respondents are strongly agree that the appraised system able to show the areas in person needs improvement,37.5% of the respondents agree that the appraised system able to show the areas in person needs improvement and the remaining 21% of the respondents neutrally agree that the appraised system able to show the areas in person need improvement.

Chart 3.16 APPRAISAL SYSTEM ABLE TO SHOW THE AREAS IN WHICH PERSON NEEDS IMPROVEMENT

45 40 35

Percentage

30 25 20 15 10 5 0 Strongly agree Agree Neutrally agree Disagree Strongly disagree

Opinion

TABLE 3.17 PERFORMANCE APPRAISAL SYSTEM FUNCTION FAIRLY& EQUITABLE S.No. 1 2 3 4 5 Particulars Strongly agree Agree Neutrally agree Disagree Strongly disagree Total No. of Respondents 137 161 67 365 Percentage of respondents 37.5 44.1. 18.35 100

INFERENCE The above table inferred that 44%of the respondent agree that the performance appraisal system function fairly/Equitable,37.5% of the respondents strongly agree that the performance appraisal system function fairly/Equitable and remaining 18.35% of the respondents neutrally agree that the performance appraisal function fairly/Equitable. Chart 3.17 PERFORMANCE APPRAISAL SYSTEM FUNCTION FAIRLY& EQUITABLE

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutrally agree Disagree Strongly disagree

Percentage

Opinion

TABLE 3.18 PERFORMANCE APPRAISAL SYSTEM TRANSPARENT S.No. 1 2 3 4 5 Opinion Strongly agree Agree Neutrally Agree Disagree Strongly disagree Total No. of Respondents 138 162 60 5 365 Percentage of respondents 37.8 44.4 16.4 1.3 100

INFERENCE The above table reveals that, 44.4% of the respondents are agree that the performance appraisal system transparent,37.8% of the respondents strongly agree that the performance appraisal system transparent, 16.4% of the respondents neutrally agree that the performance appraisal system transparent and remaining 1.3% of the respondents are disagree that the performance appraisal system transparent.

Chart 3.18 PERFORMANCE APPRAISAL SYSTEM TRANSPARENT

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutrally Agree Disagree Strongly disagree

Percentage

Opinion

TABLE 3.19 REWARDS ARE GIVEN ACCORDING TO THE PERFORMANCE S.No. 1 2 3 4 5 Opinion Strongly agree Agree Neutrally agree Disagree Strongly disagree Total No. of Respondents 163 142 60 365 Percentage of respondents 45 39 16 100

INFERENCE The above table inferred that, 45% respondents are strongly agree that rewards are given according to the performance,39% of the respondents agree that rewards are given according to the performance and the remaining 16% on the respondents are neutrally agree with reward are given according to performance.

Chart 3.19 REWARDS ARE GIVEN ACCORDING TO THE PERFORMANCE

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutrally agree Disagree Strongly disagree

Percentage

Opinion

TABLE 3.20 GOOD PERFORMANCE APPRAISALSYSTEM HELP IN INCREASING THE MOTIVATIONAL LEVEL OF EMPLOYEES S.No. 1 2 Response Yes No Total No. of Respondents 365 365 Percentage of respondents 100 100

INFERENCE The above table shows that, all the respondents are believe that good performance appraisal system help in increasing the motivational level of employees in the organization .

Chart 3.20 GOOD PERFORMANCE APPRAISALSYSTEM HELP IN INCREASING THE MOTIVATIONAL LEVEL OF EMPLOYEES

100 90 80 70 60 50 40 30 20 10 0 Yes No

TABLE 3.21 LEVEL OF EMPLOYEES S.No. 1 2 3 Level Top Middle Lower Total No. of Respondents 156 143 66 365 Percentage of respondents 43 39 18 100

INFERENCE The above table shows that 43% respondents are top level employees, 39% respondents are middle level employees and the remaining 16% respondents are lower level with employees.

Chart 3.21 LEVEL OF EMPLOYEES

45 40 35 30 25 20 15 10 5 0 Top Middle Lower

Percentage

Employees' level

TABLE 3.22 PROBLEM IN PERFORMANCE APPRAISAL SYSTEM S.No. 1 2 3 4 5 Problem Halo effect Bias Leniency Similarity Others Total No. of Respondents 128 88 99 50 365 Percentage of respondents 35 24 27 14 100

INFERENCE The above table reveals that,35%of the respondents said that the problem in performance appraisal system is Halo effect, 27% of the respondents said that the problem in performance appraisal system isleniency,24% of the respondents said that the problem in performance appraisal system bias and the remaining14% of the respondents said that the problem in performance appraisal system similarity error. Chart 3.22 PROBLEM IN PERFORMANCE APPRAISAL SYSTEM

35 30

Percentage

25 20 15 10 5 0 Halo effect Bias Leniency Similarity Others

Problem

TABLE 3.23 PREFERENCE TO MAKE PERFORMANCE APPRAISAL SYSTEM MORE EFFECTIVE S.No. Criteria 1 2 Preference 3 4 5 6 Weighted average 4.16 Rank

Make it a part of ongoing process

109

82

38

58

49

29

Make specific and constructive

76

81

75

49

42

42

3.93

Written recording for all performance

38

50

61

47

98

71

3.095

Fair judgment

35

61

76

70

59

64

3.32

Look at overall aspects of employees performance

87

56

58

65

29

70

3.72

Any others

Preference(1) -6 Preference(2) -5 Preference(3)-4 INFERENCE

Preference(4) -3 Preference(5) -2 Preference(6) -1

The above table shows that most of the respondents said employees make it a part of ongoing process and got first rank, followed by fair judgment got second rank and the remaining look at overall aspects of employees performance got third rank preference to make performance appraisal system more effective.

TABLE 3.24 PERFORMANCE RATING HELPS THE MANAGEMENT TO PROVIDE EMPLOYEES COUNSELING Opinion Strongly agree Agree Neutrally agree Disagree Strongly agree Total INFERENCE S.No. 1 2 3 4 5 No. of Respondents 157 141 67 365 Percentage of respondents 43 38.63 18.35 100

The above table inferred that, 43% of the respondents are strongly agree that the performance rating helpful to the management to provide employeescounseling,38.63% of the respondents are agree that the performance rating helpful to the management to provide employees counseling and the remaining 18.35% of the respondents are neutrally agree that the performance rating helpful to management to provide employees counseling. Chart 3.24 PERFORMANCE RATING HELP THE MANAGEMENT TO PROVIDE EMPLOYEES COUNSELING

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutrally agree Disagree Strongly agree

Percentage

Opinion

TABLE 3.25 ORGANIZATION OFFERS SALARY INCREMENT FOR PERFORMANCE

S.No 1. 2.

Response Yes No Total

No. of Respondents 365 365

Percentage of respondents 100 100

INFERENCE The above table shows that, all the respondents are said organization that the offers salary increment regarding their performance.

Chart 3.25 ORGANIZATION OFFERS SALARY INCREMENT FOR PERFORMANCE

100 90 80 70 60 50 40 30 20 10 0 Yes No

Percentage

Salary increment

TABLE 3.26 CRITERIA FOR SALARY INCREMENT

S.No. 1 2 3 4 5

Criteria Performance Quality of work Overtime Target period Experience Total

No. of Respondents 70 128 62 55 50 365

Percentage of respondents 19.17 35 16.9 15.06 13.7 100

INFERENCE The above table reveals that, 35% of the respondents said that the criteria for salary increment is quality of work,19.17% of the respondents said that the criteria for salary increment is performance, 16.9% of the respondents said that the criteria for salary increment is over time,15.06% of the respondents said that the criteria for salary increment is target period and the remaining 13.7% of the respondents said that the criteria for salary increment is experience. Chart 3.26 CRITERIA FOR SALARY INCREMENT

40 35 30

Percentage

25 20 15 10 5 0 Performance Quality of work Over time Target period Experience

Criteria

TABLE 3.27 TARGET OF THE ORGANIZATION ACHIEVED THROUGH THE PERFORMANCE APPRAISAL S.No. 1 2 3 4 5 Opinion Strongly agree Agree Neutrally agree Disagree Strongly disagree Total No. of Respondents 159 142 64 365 Percentage of respondents 43.5 38.9 17.5 100

INFERENCE The above table inferred that, 43.5% of the respondents are strongly agree that the desired target of the organization is achievement through the performance appraisal, 38.9% of the respondents are agree that the desired target of the organization is achievement through the performance appraisal and the remaining 17.5% respondents are neutrally agree that the desired target of the organization is achievement through the performance appraisal. Chart 3.27 TARGET OF THE ORGANIZATION ACHIEVED THROUGH THE PERFORMANCE APPRAISAL

45 40 35 30 25 20 15 10 5 0 Strongly agree Agree Neutrally agree Disagree Strongly disagree

Percentage

Opinion

TABLE 3.28 IMPACT OF PERFORMANCE APPRAISAL SYSTEM ON EMPLOYEES PERFROMANCE Impact High Moderate Low Total INFERENCE S.No. 1 2 3 No. of Respondents 120 200 45 365 Percentage of respondents 32.8 54.7 12.3 100

The above table reveals that, 54.7% of the respondents said that the impact of performance appraisal system on employees performance is moderate, 32.8%of the respondents said that the impact of performance appraisal system on employees performance is high and the remaining 12.3% of the respondents said that the impact of performance appraisal system on employees performance is low. Chart 3.28 IMPACT OF PERFORMANCE APPRAISAL SYSTEM ON EMPLOYEES PERFROMANCE

60 50

Percentage

40 30 20 10 0 High Moderate Low

IMPACT

TABLE 3.29 SATISFACTION LEVEL OF EACH BENEFIT IN THE PERFORMANCE APPRAISAL SYSTEM S. No Benefits HS S NS D HD Weighted Rank average 4.13 2

1.

Incentives

128

157

80

2.

Promotion

117

160

88

4.11

3.

Awards Raise in Salary

72

158

135

3.82

4.

140

151

74

4.18

5.

Bonus

114

107

144

3.83

HS Highly satisfied(5) N Neutrally satisfied(3) S Satisfied(4) Average =

D- Dissatisfied(2) HD Highly dissatisfied(1)

Value*Weight age
i=1 ------------------------------No of Respondents

INFERENCE The above table express that most of the respondents are satisfied with incentives and got first rank, followed by raise in salary got second rank and the remaning promotion got third rank in the satisfaction level of each benefit in the performance appraisal system.

TABLE 3.30 RANK IN WHICH WAY THE ORGANIZATION PEOPLE PERFORMANCE

S. No

Factors

Weighted average 3.29

Rank

1.

Punctuality & attendance Loyalty & work behavior Achievement

107

80

51

62

65

2.

72

88

62

61

82

3.01

3.

58

59

65

103

80

2.75

4.

Job Knowledge

62

66

62

78

97

2.76

5.

Quality of work

69

66

54

98

78

2.86

INFERENCE The above table shows that most of the respondents said employees punctuality & attendance in the organization people performance and got first rank, followed by Loyalty & work behavior got second rank and quality of work got third rank in the organization people performance

TABLE 3.31 OVERALL SATISFACTION TOWARDS ORGANIZATION PERFORMANCE APPRAISAL SYSTEM

S.No. 1 2 3 4 5

Satisfaction level Highly satisfied Satisfied Neutrally satisfied Dissatisfied Highly dissatisfied Total

No. of Respondents 270 95 365

Percentage of respondents 74 26 100

INFERENCE The above table reveals that, 74% of the respondents are highly satisfied with the organization performance appraisal system and the remaining 26% of the respondents are satisfied with the organization performance appraisal system.

Chart 3.31 OVERALL SATISFACTION TOWARDS ORGANIZATION PERFORMANCE APPRAISAL SYSTEM

80 70 60

Percentage

50 40 30 20 10 0 Highly satisfied Satisfied Neutrally satisfied Dissatisfied Highly dissatisfied

Satisfaction

TABLE 3.32 RELATIONSHIP BETWEEN EMPLOYEES LEVEL AND PURPOSE OF PERFORMANCE APPRAISAL SYSTEM BY THE ORGANIZATION BY USING CHISUQRE TEST Purposes/Employees level Motivation Identify training needs. Identify talent &ability. Improvement in performance. Provide information on performance and others Total Null hypothesis: There is no relationship between relationship between employees level and purpose of performance appraisal system. Alternative hypothesis: There is relationship between relationship between employees level and purpose of performance appraisal system. Oi 48 32 27 35 29 10 32 26 10 21 21 18 20 35 1 Ei 45.73 41.92 19.34 31.62 28.99 13.38 29.06 26.64 12.29 25.64 23.51 10.85 23.93 21.94 10.13 Total (Oi-Ei) 2.27 -9.92 7.66 3.38 0.01 -3.38 2.94 -0.64 -2.29 -4.64 -2.51 7.15 -3.93 13.06 -9.13 (Oi-Ei)2 5.15 98.40 58.67 11.42 0.0001 11.42 8.64 0.4096 5.24 21.52 6.3001 51.12 15.44 170.56 83.35 (Oi-Ei)/Ei 0.1126 2.347 3.033 0.361 3.449 0.853 0.297 0.015 0.426 0.839 0.2679 4.711 0.65 7.77 8.223 34.028 Top 48 35 32 21 20 156 Middle 32 29 26 21 35 143 Low 27 10 10 18 1 66 Total 107 74 68 60 56 365


Where, Oi = Observed frequency, Ei = Expected frequency Expected frequency,

Ei = Row total*column total / grand total Degrees of freedom (df) = No. of row-1* No. of column-1 = (5-1) *(3-1) = 4*2 =8 Table value of X2 for degrees of at 5% significance level= 15.507 Calculated value of X2 is greater than tabulated value of X2 significance level Hence Alternative hypothesis is accepted.

INFERENCE:
There is relationship between relationship between employees level and purpose of performance appraisal system.

TABLE 3.33 RELEATIONSHIP BETWEEN AGE AND PURPOSE OF PERFORMANCE APPRAISAL SYSTEM BY THE ORGANIZATION BY USING CHI-SQUARE TEST

Age/purpose

20-25 years

25-30 years 25 23 24 21 9

30-35 years 25 10 5 5 9

35-40 years 25 10 9 2 9

Above40 years 10 10 10 10 10

Total

Motivation Identify training need Identify talent and ability Improvement in performance Provide information on performance &others Total

22 21 20 22 19

107 74 68 60 56

104

102

54

55

50

365

Null hypothesis: There is no relationship between age and purpose of performance appraisal system by the organization. Alternative hypothesis: There is relationship between age and purpose of performance appraisal system by the organization. Oi 22 25 25 25 10 21 23 10 10 10 20 24 Ei 30.48 29.90 15.83 16.12 14.66 21.08 20.68 10.95 11.15 10.14 19.38 19.00 Oi-Ei -8.48 -4.9 9.17 8.88 -4.66 -0.08 2.32 -0.95 -1.15 -0.14 0.62 5 (Oi-Ei)2 71.91 24.01 84.09 78.85 21.72 6.4 5.38 0.90 1.32 0.0196 0.384 25 (Oi-Ei)2/Ei 2.36 0.80 5.31 4.89 1.48 0.30 0.26 0.08 0.12 1.92 0.02 1.32

5 9 10 22 21 5 2 10 19 9 9 9 10

10.06 10.25 9.32 17.095 16.77 8.87 9.04 8.22 15.96 15.65 8.28 8.47 7.67 Total

-5.06 -1.25 -0.25 4.905 4.23 -3.87 -7.04 1.78 3.04 -6.65 0.72 0.53 2.33

25.60 1.56 0.0625 24.06 17.89 14.97 49.56 3.17 9.24 44.22 0.52 0.2809 5.43

15.54 0.15 9.26 1.407 1.07 1.69 5.48 0.39 0.57 2.83 0.06 0.033 0.707 59.53

Where, Oi = Observed frequency Ei = Expected frequency Expected frequency, Ei = Row total*column total / grand total Degrees of freedom (df) = No. of row-1* No. of column-1 = (5-1) *(5-1) = 4*4 =16 Table value of X2 for degrees of freedom at 5% significance level= 26.296 Calculated value of X2 is greater than tabulated value of X2 significance level Hence Alternative hypothesis is accepted.

INFERENCE
There is relationship between age and purpose of performance appraisal system by the organization.

TABLE 3.34 RELATIONSHIP BETWEEN PERFORMANCE APPRAISED INDIVIDULLAY-IN A TEAM OR BOTH AND WAY OF PERFORMANCE APPRAISAL SYSTEM HELP IN ORGANIZATION BY USING CHI-SQUARE TEST

Performance appraised/way of performance appraisal system Promotion Career planning Goal achievement

Individually 34 72 29 135

Team 52 62 48 162

Both 28 35 5 68

Total 114 169 82 365

Null hypothesis: There is no relationship between performance appraised- individually in a team or both and way performance appraisal system help in the organization. Alternative hypothesis: There is relationship between performance appraised-individually in team or both and way performance appraisal system help in the organization.

Oi 34 52 28 72 62 35 29 48 5

Ei 42.16 50.59 21.24 62.50 75.00 31.48 30.34 36.39 15.28 Total

(Oi-Ei) -8.16 46.41 6.76 9.5 -13 3.52 -1.34 11.61 -10.28

(Oi-Ei)2 66.58 2153.8 45.69 90.25 16.9 12.39 1.79 134.8 105.71

(Oi-Ei)2/Ei 1.58 42.57 2.15 1.44 0.225 0.393 0.058 3.70 6.917 59.033

Where, Oi = Observed frequency Ei = Expected frequency Expected frequency, Ei = Row total*column total / grand total Degrees of freedom (df) = No. of row-1* No. of column-1 = (3-1) *(3-1) = 2*2 =4 Table value of X2 for degrees of freedom at 5% significance level= 9.488 Calculated value of X2 is greater than tabulated value of X2 significance level Hence Alternative hypothesis is accepted. INFERENCE There is relationship between performance appraised-individually in team or both and way performance appraisal system help in the organization.

4.1 FINDINGS All the respondents said that formal performance appraisal system followed in organization. 44.4% of the respondents said that their performance were appraised in a team. 31.8% of the respondents said that the organization following ranking method to appraise their performance. 46.3%of the respondents said that performance appraisal help for career planning. 43.6% respondents are highly satisfied with the training provided by the organization. 48.2% of the respondents are experience with performance system. 29.31% of the respondents said that the purpose of performance appraisal is motivation. 42.5%of the respondents are strongly agree that the organization appraisal system will raise the efficiency and co-operation among the employees. 33.4% of the respondents said that the organization evaluated their performance based on their behavior. 41.4 respondents are strongly agree that the appraised system able to show the areas in person needs improvement. 44%of the respondent agree that the performance appraisal system function fairly/Equitable. 44.4% of the respondents are agree that the performance appraisal system transparent. 45% respondents are strongly agree that rewards are given according to the performance. All the respondents are believe that good performance appraisal system help in increasing the motivational level of employees in the organization . 43% respondents are top level employees. 35%of the respondents said that the problem in performance appraisal system is Halo effect. 43% of the respondents are strongly agree that the performance rating helpful to the management to provide employees counseling. All the respondents are said organization that the offers salary increment regarding their performance. 35% of the respondents said that the criteria for salary increment is quality of work. 43.5% of the respondents are strongly agree that the desired target of the organization is achievement through the performance appraisal. 54.7% of the respondents said that the impact of performance appraisal system on employees performance is moderate. Most of the respondents are satisfied with incentives and got first rank. 74% of the respondents are highly satisfied with the organization performance appraisal system.

4.2 SUGGESTIONS Most of the respondents are not forced choice method followed in the organization. Most of the respondents are not satisfied the training provide by the organization. Organization may improve the employees provide information on performance. Most of the respondents are not satisfied in achievement of performance evaluated. Most of the respondents are not performance in the salary increment. Most of the respondents are not satisfied in the bonus facility in performance appraisal in the organization.

5.1 Conclusion The study effectiveness of performance appraisal system increases the motivation level of the employees. So this study help the effectively used for planning purposes and to identify the problems and obstacles affecting employees performance. It also identifies the training and developmental needs.Through this system, employees are motivated to work efficiently and effectively in an organization.