EFFECTIVENESS OF

PERFORMANCE APPRAISAL WITH

REFERENCE TO SUPERVISORY
RANKS IN INDIAN AIR FORCE
 EFFECTIVENESS OF PERFORMANCE
APPRAISAL WITH REFERENCE TO
SUPERVISORY RANKS IN
INDIAN AIR FORCE
•
• INTRODUCTION
• AIM
• RESEARCH METHODOLOGY
• INTERPRETATION OF DATA
• RECOMMENDATIONS
• CONCLUSION



 INTRODUCTION
• PERFORMANCE APPRAISAL
–
 THE PROCESS OF EVALUATING JOB PERFORMANCE
OF AN EMPLOYEE IN TERMS OF ITS REQUIREMENT
 OR
 THE PROCESS OF EVALUATING THE PERFORMANCE
AND QUALIFICATIONS FOR PURPOSES OF
ADMINISTRATION INCLUDING
•
• PLACEMENT
• SELECTION FOR PROMOTIONS
• FINANCIAL REWARDS
• OTHER ACTIONS WHICH REQUIRE DIFFERENTIAL
TREATMENT AMONG MEMBERS OF A GROUP
•
 INTRODUCTION
• IMPORTANCE
–
– PROVIDE SYSTEMATIC JUDGEMENTS TO BACK
UP SALARY INCREASES,
PROMOTIONS,DEMOTIONS AND
TERMINATIONS
–
– AIDS AS A FEDBACK TO EMPLOYEE AND
SUGGESTS REQUIRED CHANGES IN HIS
BEHAVIOUR, ATTITUDES, SKILLS OR JOB
KNOWLEDGE
–
– SUPERIOR USES AS A BASE FOR COACHING AND
COUNSELLING THE EMPLOYEE
 INTRODUCTION
• PERFORMANCE APPRAISAL IN INDIAN AIRFORCE
–
– PROFESSIONAL ORGANISATION WITH AN OBJECTIVE OF
PROTECTING INDIAN AIR SPACE FROM VIOLATIONS
–
– PERFORMANCE APPRAISAL IN IAF IS USED FOR
PROMOTIONS, PLACEMENTS AND TRAINING
–
– PROMOTIONS TO SUPERVISORY RANKS IS BASED ON
SELECTION ONLY
–
– APPRAISALS DONE ONCE EVERY YEAR AND WHEN ISSUES
INVOLVING DISCIPLINE ARISES
–
– PERIODICAL COUNSELLING DONE DURING THE PERIOD OF
APPRAISAL TO HELP INDIVIDUALS IMPROVE THEIR
PERFORMANCE
 AIM
• TO MEASURE THE EFFECTIVENESS OF PERFORMANCE
APPRAISAL WITH REFERENCE TO SUPERVISORY RANKS
IN INDIAN AIR FORCE
•
• A DEFENCE ORGANISATION AND HENCE EFFECTIVENESS
CANNOT BE MEASURED IN TERMS OF RETURN ON
INVESTMENT OR PROFITS
•
• ATTEMPT MADE TO FIND THE EFFECTIVENESS THROUGH
MEASURE OF SATISFACTION AMONG SUPERVISORY
RANKS WITH RESPECT TO THE PERFORMANCE
APPRAISAL : METHOD FOLLOWED, THE MANNER IN
WHICH IT IS DONE , FAIRNESS, ETC.,
•
•
 RESEARCH METHODOLOGY

UNIVERSE OF THE STUDY



• INDIAN AIR FORCE IS HETROGENEOUS

–
– DIFFERENT SYSTEMS
• AIRCRFT, GROUND, AIR DEFENCE
–
– DIFFERENT STRUCTURES
• TECHNICAL , OPERATIONAL , ADMINISTRATION,
LOGISTICS
•
–
 RESEARCH METHODOLOGY
 SAMPLING


• STRATIFIED RANDOM SAMPLING

– SUPERVISORY RANKS OF IAF
– PROPORTIONATE STRENGTH OF
• TECHNICAL BRANCH (60%)
• ADMINISTRATIVE BRANCH (20%)AND
• OPERATIONAL BRANCH (20%)
• SIZE
– 20 EMPLOYEES
• TECHNICAL - 12
• OPERATIONAL - 04
• ADMINISTRATIVE - 04
•
•
 RESEARCH METHODOLOGY
DATA COLLECTION



 PRIMARY DATA
•
• STRUCTURED QUESTIONNAIRE USING FIVE
POINT LIKERT SCALE
• PERSONAL INTERACTION WITH SUPERVISORY
RANKS

 SECONDARY DATA
• AVIATION MAGZINES
• IAF JOURNALS
• FLIGHT SAFETY JOURNALS
• VAYU JAN SHAKTI JOURNALS
 DATA INTERPRETATION


• DATA COLLECTED THROUGH QUESTIONNAIRES IS

STRUCTURED AND ANALYSED USING
– PIE CHARTS
– BAR CHARTS


FINDINGS


•
• MAJORITY OF SUPERVISORS STRONGLY ENDORSE THE
PRESENT SYSTEM OF PERFORMANCE APPRAISAL
•
• ALLIGNED WITH THE ORGANISATIONAL GOALS
•
• AIDING TO THE GROWTH AND DEVELOPMENT OF
SUPERVISORY RANKS

 DATA INTERPRETATION
• CONDUCTED IN A SUPPORTIVE MANNER
•
• CONTRIBUTING TOWARDS EFFECTIVE TRAINNING AND
INDIVIDUAL DEVELOPMENT
•
• ENCOURAGING SUPERVISORS TO DEVELOP THEIR
PERSONALITY
•
• REVEAL TRUE QUALITY OF INDIVIDUALS
•
• PROVIDE CORRECT INFORMATION ABOUT INDIVIDUALS
•
 DATA INTERPRETATION
• EXISTING SYSTEM OF PERFORMANCE APPRAISAL
BASED ON PRE DECIDED FACTORS IS EFFECTIVE
•
• SYSTEM OF PROMOTIONS BASED ON PERFORMANCE
APPRAISALS IS RATIFIED AND HIGHLY RATED BY THE
SUPERVISORS
•
• SUPERVISORS FELT THAT NO IMMEDIATE FEED BACK
PROVIDED AFTER PERFORMNCE APPRAISAL
•
• SUPERVISORS FELT THAT THERE IS A NEED TO BRIEF
THE APPRAISEE ON ACTUAL PERFORMANCE AND
SUGGESTIONS TO IMPROVE
•
•
 RECOMMENDATIONS
•
• GIVE THE APPRAISEE A CHANCE TO GRADE HIMSELF
•
• PRESENT LIMITATIONS ON TOTAL NUMBER OF HIGH
GRADE ASSESSMNETS BE REMOVED
•
• TO CLOSELY INTERACT WITH THE APPRAISEE AND HELP
HIM TO IMPROVE
•
• WEIGHTAGE TO SENIORITY FOR PROMOTION ALONG
WITH MERIT TO MAINTAIN HIGH MOTIVATIONAL
LEVELS
•
•
 CONCLUSION
• PERFORMANCE APPRAISAL IS AN IMPORTANT FACTOR
IN ACHIEVING ORGANISATIONAL GOALS
• USED FOR ASSESSING SUITABILITY OF PERSONNEL
FOR PROMOTIONS
• TO DEMARCATE THE BEST FROM THE REST
• IAF A PROFESSIONAL ORGANISATION AND REQUIRE AN
EFFECTIVE AND EFFICIENT PERFORMANCE
APPRAISAL SYSTEM
• PERFORMANCE APPRAISAL IN IAF BASED ON PRE-
DECIDED FACTORS
• SUPERVISORY RANKS OF IAF FULLY SATISFIED AND
CONTENDED WITH THE PERFORMANCE APPRAISAL
SYSTEMS PRESENTLY IN FORCE.
•