CHAPTER 3

RESEARCH
METHODOLOGY

A Research Methodology is a way to solve the research problem. It may be understood as a

science of studying how research is done scientifically.
The Research Methodology is to describe the research procedure. This includes the overall
Research Design and the Data Collection methods. This selection is important because, it is hard
to discuss methodology without using technical terms.

3.1 PURPOSE OF THE STUDY

To understand the job performance through performance appraisal

3.2 RESEARCH OBJECTIVES OF THE STUDY

Primary Objective
To understand the method of performance Appraisal adopted in Wipro India.
Secondary Objective
To focus on employees views on Performance appraisal
To understand the job performance through performance appraisal
To know the satisfaction level of the employees

3.3 RESEARCH METHODOLOGY OF THE STUDY

3. 3.1 Research Design
Research design is a framework or blueprint for conducting the research project. It specifies
the details of the procedures necessary for obtaining the information needed to structure
and/or solve research problems. A good research design lays the foundation for conducting
the project. A good research design will ensure that the research project is conducted
effectively and efficiently. Typically, a research design involves the following components, or
tasks:

Define the information needed.

Design the research.

Construct and present a questionnaire or an appropriate form for data collection.

Specify the sampling process and sampling size.

Develop a plan of data analysis.

This research is based on Descriptive Research Design. Descriptive research is also called
statistical research .the main goal of this type of research is to describe the data and
characteristics about what is being studied. The idea behind this type of research is to study
frequencies, averages and other statistical calculations. Although this research is highly
accurate, it does not gather the causes behind situation. Descriptive research is mainly done
when a research is mainly done to gain a better understanding of a topic. Descriptive research
answer the questions who, what, where, when and how.
3.3.2 DATA COLLECTION TECHNIQUES
Primary Data:
Primary data is known as data collected for the first time through field survey. Such data are
collected with specific set objectives. Primary data always reveals the cross section picture of
anything studied. This is needed in research to study the effect or impact any policy. A
Questionnaire was used to collect the data from the employees regarding the performance
appraisal system of the company.
Secondary Data:
Secondary data refers to the information or facts already collected. Such data are collected
with the objectives of understanding the past status of any variable data collected and
reported by some source is accessed and used for the objectives of the study. The secondary
data were collected from the companys website.

3.3.3 SAMPLE DESIGN

Sample Design is method of selecting the samples. It consists of two types. They are
a) Random Sampling
By which, each and every member of the population or universe has an equal chance or
probability of being included in the sample.

b) Non-Probability Sampling
In which the sample subject is chosen on the basis of the individuals ability to provide the
type of special information needed by the researcher.
3.3.3.1 Population
The employees from different departments of Wipro India are considered as the total
population for the analysis.
3.3.3.2 Sample Size
The sample size is taken as 50 for the survey.
3.3.3.3 Sampling Method
Sampling is necessary because it is almost impossible to examine the entire parent population
or universe. Various factors such as time available, cost, purpose of study etc. make it
necessary for the researchers to choose a sample. It should neither be too small nor too big. A
random sampling method was used for this project.

3.3.4 Method Of Data Collection

3.3.4.1 Instrument for data collection
A Questionnaire was used to collect the data from the employees regarding the performance
appraisal system of the company.
3.3.4.2 Drafting Of A Questionnaire
The designing of the questionnaire was done logically following a constructive method of
questionnaire design. The purpose by which the final questionnaire evolved in as follow:

Information Search: In the first phase, the information that is needed out of the survey
was specified. The various inputs that are needed to solve the objective of the study were
listed.

Determining the Type of questions : To elicit the information needed for the study
from the respondents, the structuring of the questions was decided upon. Close ended and
open

ended questions were used in the questionnaire there are totally 28 questions in the
questionnaire.

Wording and sequencing of the questions : Once the type of question was decided
upon effort was taken to word them approximately, so that they have clarity in the
meaning and are easily understandable by the respondents. Care was taken to avoid
leading and loaded questions. It was also ensured, that the questions are in proper
sequence.

The following types of questions are included in the questionnaire.

1) Dichotomous: These types of question have only 2 alternatives namely yes or no. The
respondents should choose any one option.
2) Multiple choices: These questions have a set of given alternative
3) Ranking: This has ranking scale from 1 to 5 where the respondents have to compulsorily
mark as per their preferences.
4) Likert scale: This is one which has options either from highly satisfied to highly
dissatisfied or strongly agree to strongly disagree.
5) Close ended questions: This question consists of options and respondents should select
from them.
6) Open ended questions: In this the respondents are given freedom to fill anything
according to their convenience.

3.3.5 LIMITATIONS

Due to time constraint the sample was restricted to 50 employees.

There may be bias on the part of employees while answering to the questions.
Findings are based on sample survey through questionnaire method only.
Hence the scope of respondents can be biased.
Sometimes some of the people can give wrong or incomplete information.

CHAPTER 4
ANALYSIS &
INTERPRETATION

Statement 4.1. Opinion on Performance Appraisal?

Table 4.01
Evaluation of Employees
Feedback to the Employees
Motivation
All of the above

3
5
4
38

Chart no. 4.01

Performance Appraisal is
6%

Evaluation of
Employees

10%
8%

76%

Feedback to the
Employees
Motivation
All of the above

It was found that 76% of the employees say that performance appraisal is evaluation,
feedback and motivation to the employees. About 10% says it is only a feedback given to the
employees. 8% of the surveyed people say that performance appraisal is motivation to the
employees and rest says it is the evaluation of the employees.

Statement 4.2. Method of performance appraisal implemented in the organization.

Table 4.02
Ranking method
Essay method
360 Degree Appraisal
Other, please specify

19
2
29

Chart 4.02

Performance Appraisal Method

Ranking method
38%

Essay method
360 Degree Appraisal

58%
4%

Other, please specify

As per the data collected, 58% of the surveyed employees say that 360 degree method is
used. About 38% of the employees say that ranking method is used for performance
appraisal. About 4% says essay method is used.

Statement 4.3. Period of performance appraisal in the organization

Table 4.03
Monthly
Quarterly
Yearly

16
6
28

Chart 4.03

Performance Appraisal Period

32%

Monthly
Quarterly

56%

Yearly
12%

56% of the employees have an opinion that the performance appraisal is done on yearly basis.
32% of the employees think that appraisal is done monthly and 12% feels that it is done
quarterly.

Statement 4. Objective of the performance appraisal is?

Table 4.04
Evaluation
Assessing Training and Development needs
Salary Revision
All of the above

6
7
3
34

Chart 4.04

Objective of Performance Appraisal

Evaluation
12%
14%
68%

6%

Assessing Training
and Development
needs
Salary Revision
All of the above

As per the data collected from the surveyed employees, 68% of them say that the objective of
the performance appraisals are evaluation, assessment of training and development needs and
salary revision. 14% says it is only the assessment of the training and development needs
whereas 12 % say that it is only the evaluation of the employees.

Statement 4.5. Satisfaction rate of the performance appraisal procedure adopted

Table 4.05
Highly satisfied
Satisfied
Not Satisfied
Highly not satisfied

8
32
8
2

Chart 4.05

Satisfaction Rate of the Performance Appraisal Procedure

16%

4%

16%

Highly satisfied
Satisfied
Not Satisfied
Highly not satisfied

64%

As per the data collected, maximum number of employees is satisfied by the procedure of
performance appraisal adopted by the company. 16% and 4% people are either not satisfied
or are highly not satisfied by the system of performance appraisal.

Statement 4.6. Biasness while doing the appraisal by the manager

Table 4.06
Yes
No
Sometimes

2
38
10

Chart 4.06

Biasness while doing appraisal

20%

4%
Yes
No
Sometimes
76%

It has been found that 76% of the employees disagree with the point that while doing
performance appraisal any kind of biasness is done. 20% feels that there is a slight biasness at
the time of appraisal. Majority of employees are clear minded that biasness is not involved
while performance appraisal.

Statement 4.7. Performance appraisal helps the employees to achieve goals?

Table 4.07
Strongly Agree
Agree
Slightly Agree
Disagree

35
9
4
2

Chart 4.07

performance appraisal helps the employees to achieve goals?

8% 4%

Strongly Agree
Agree

18%

Slightly Agree
70%

Disagree

As per the data collected, 70% of the employees surveyed think that the performance
appraisal helps the employees to achieve their goals. Only 4% people disagree to this point.
Remaining employees either agree or slightly agree to the given statement.

Statement 4.8. Rating for the Performance Appraisal System of the company
Table 4.08
Very Good
Good
Satisfactory
Poor

33
6
9
2

Chart 4.08

Ratings for performance appraisal system

18%

4%

Very Good
Good

12%

Satisfactory
66%

Poor

66%oftheemployeesratetheperformanceappraisalsystemasverygood,18%ratesitas
satisfactory,12%oftheemployeesthinkitasgoodandonly4%oftheemployeesfeelitasa
poor system. Majority of the employees positively rate their companys performance
appraisalsystem.

Statement 4.9. Performance Appraisal Review should be made more frequently?

Table 4.09
Yes
No

36
14

Chart 4.09

Appraisal Review should be made more frequently?

28%

Yes
No
72%

As per the data collected, 72% of the surveyed employees feel that the appraisal review
should be made more frequent. Remaining 28% of the surveyed employees say no to the
statement.

Statement 4.10. Performance appraisal give constructive criticism in a friendly and positive
manner?
Table 4.010
Yes
No

39
11

Chart 4.010

Performance appraisal give constructive criticism in a friendly and positive manner?

22%

Yes
No
78%

As per the data collected, 78% of the surveyed employees think performance appraisal gives
constructive criticism in a friendly and positive manner and only 22% of the surveyed
employees say no to the statement.

Statement 4.11. Performance appraisal boosts motivation and reduce attrition in your
process?
Table 4.011
Yes
No

40
10

Chart 4.011

Performance appraisal boosts motivation and reduce attrition in your process?

20%

Yes
No
80%

As per the surveyed employees, 80% feels that the performance appraisal boosts motivation
and reduce attrition in the process.