Data Interpretations and Analysis

4. Data analysis & interpretation 4.
1 Performance review system at RINL

S.no
Ratings Excellent Good Satisfied Not Satisfied Total
Respondents 16 66 16 2 100
Percentage 16 66 16 2 100
1 2 3 4
Table 4.1: Performance review system at RINL
70
66%
No of Respondents
60 50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied 16% 16% 2%
RATING
Figure Figure 4.1: Performance review system at RINL
Interpretation
From the above table we can infer that the responses about the performance review system are above the satisfactory level and 2% of them have responded that they are not satisfied.
49
4.2 Top management involvement in performance appraisal system
S.no
1 2 3 4
Table 4.2: Top management involvement in performance appraisal system
70
64%
No of Respondents
RATING
Figure 4.2: Top management involvement in performance appraisal system
Interpretation
The above table depicts respondents view point to the extent of top management involvement in Performance Appraisal System at VSP.64% of them expressed that they are good, 28% are satisfied, 4% are not satisfied and 4% of them are excellent.
50
4.3 Role of performance appraisal system in RINL for achievement of objective
S.no
1 2 3 4
Table 4.3: Role of performance appraisal system in RINL for achievement of objective
60
No of Respondents
50 40 30 20 10 0 Excellent 14%
48%
32%
6%
Good
Satisfied RATING
Not Satisfied
Figure 4.3: Role of performance appraisal system in RINL for achievement of objective
Interpretation
By interpreting the above data we can surely say that the majority of the respondents are above satisfactory level about the role of PAS for achievement of objectives and negligible percentage of respondents are not satisfied.
51
4.4 Improvement
level of employee interpersonal skills through performance appraisal system
S.no
1 2 3 4
Table 4.4 Improvement level of employee interpersonal skills through performance appraisal system
70
No Of Respondents
60 50 40 30 20 10 0
58%
34%
2%
Excellent Good RATINGS Satisfied
6%
Not Satisfied
Figure 4.4 Improvement level of employee interpersonal skills through performance appraisal system
Interpretation
From the above table we can surely say that the majority of the respondents agreed that the improvement level of employee interpersonal skills are 58%, 34% are satisfied.
52
4.5 Level of employee satisfaction with the existing performance appraisal system in RINL
S.no
Respondents 6 Interpretation 58 24 12 100
1 2 3 4 5
Table 4.5 Level of employee satisfaction with the existing performance appraisal system in RINL
70
No of Respondents
60 50 40 30 20 10 0 Excellent 6%
58%
24% 12%
Good
Satisfied
Not Satisfied
RATING
Figure 4.5 Level of employee satisfaction with the existing performance appraisal system in RINL
Interpretation
From the above table depicts respondents view point to the employee satisfaction survey with the existing PAS is 58% good, 24% are above satisfaction level but 12% are below satisfaction level.
53
4.6 Methodology used in RINL for assessing employee through performance appraisal system
S.no
Respondents 4 Interpretation 62 28 6 100
1 2 3 4
Table 4.6: Methodology used in RINL for assessing employee through performance appraisal system
70
62%
No Of Respondents
60 50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied
28%
4%
6%
RATINGS
Figure 4.6: Methodology used in RINL for assessing employee through performance appraisal system
Interpretation
By analysing the information given above, we can say that 62% of respondents agreed that the method used in RINL for assessing the employee is good and 6% are below satisfaction level.
54
4.7 Impact of BOSS ASSESSMENT in enhancing the employee morale
S.no
1 2 3 4
Table 4.7: Impact of BOSS ASSESSMENT in enhancing the employee morale
60
54%
No of Respondents
50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 18% 4%

24%
Bar Diagram
Figure 4.7: Impact of BOSS ASSESSMENT in enhancing the employee morale
Interpretation
From the above table we can surely say that the respondents agreed that the impact of boss assessment in enhancing employee morale is 54%, 24% are above satisfaction level but 4% are below satisfaction level.
55
4.8 Influence of performance appraisal system in reducing the grievance of employee
S.no
Respondents 2 42 Interpretation 34 22 100
1 2 3 4
Table 4.8: Influence of performance appraisal system in reducing the grievance of employee
45 40
42% 34% 22%
No of Respondents
35 30 25 20 15 10 5 0 Excellent Good 2%
Satisfied
Not Satisfied
RATING
Figure 4.8: Influence of performance appraisal system in reducing the grievance of employee
Interpretation
From the above table depicted respondents view point to the reduction of employee grievance is 42% good, 34% are above satisfaction level but 22% are below satisfaction level.
56
4.9
Reporting officers role in assessing the employee
S.no
1 2 3 4
Table 4.9: Reporting officers role in assessing the employee
70
66%
No of Respondents
RATING
Table 4.9: Reporting officers role in assessing the employee
Interpretation
From the above table we can surely say that majority of respondents agreed that reporting officer have a role in assessing employee i.e. 66% good, 14% are excellent and 18% are above satisfaction level.
57
4.10 Communication between appraise and appraiser through performance appraisal system
S.no
Ratings Excellent Bar Diagram Good Satisfied Not Satisfied Total
1 2 3 4
Table 4.10: Ccommunication between appraise and appraiser through performance appraisal system
80
No of Respondents
70 60 50 40 30 20 10 0 Excellent 2%
68%
28%
2% Good Satisfied Not Satisfied
RATING
Figure 4.10: Communication between appraise and appraiser through performance appraisal system
Interpretation
From the above tabulation, we can say that 68% of them are satisfied and 2% of them are not satisfied with the open communication between appraise and appraiser
58
4.11 Appraisal method implemented by the organization for performance appraisal system
S.no
1 2 3 4
Table 4.11: Appraisal method implemented by the organization for performance appraisal system
60
56%
No of Respondents
50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied
28%
8%
8%
RATING
Figure 4.11: Appraisal method implemented by the organization for performance appraisal system
Interpretation
By analysing the information given above 56% of respondents agreed that the appraisal program conducted by controlling officer is good, 28% are above satisfaction level
59
4.12 Periodic reviews (mid & final) conducted through performance appraisal system helps in evaluating employee performance
S.no 1 2
Ratings Yes No Total
Respondents 88 12 100
Percentage 88 12 100
Table 4.12:
Periodic reviews (mid & final) conducted through performance appraisal system
helps in evaluating employee performance
100 90 80 70 60 50 40 30 20 10 0
88%
No of Respondents
12%
Yes RATING
No
Figure 4.12: Periodic reviews (mid & final) conducted through performance appraisal
system helps in evaluating employee performance
Interpretation
From the above tabulation 88% of respondents agreed that the reviews conducted helps in evaluating employee performance but 12% did not agree.
60
4.13 Impact of performance appraisal system in helping the employee for his career planning &
succession planning
S.no
1 2 3 4
Ratings
Excellent Good Satisfied Not Satisfied
Respondents Interpretation 26 44 22 8
Percentage 26 44 22 8
Total
Table 4.13:
100 100 5.13 Impact of Performance Appraisal System in helping the Employee
Impact of performance appraisal system in helping the employee for his career planning & succession planning
50 45 44%
No of Respondents
40 35 30 25 20 15 10 5 0 Excellent Good Satisfied Not Satisfied 8% 26% 22%
RATING
Figure 4.13: Impact of performance appraisal system in helping the employee for his career
planning & succession planning
Interpretation
From the above table we can infer that 44% of respondents agreed that the Appraisal System helps the employee for his career planning & succession planning.
61
4.14 Role of PRC (Performance Review Committee) in training & development of employee
Sno 1 2
Table 4.14:
Role of PRC (performance review committee) in training & development of
employee
80
74%
No of Respondents
70 60 50 40 30 20 10 0 Yes RATING No 26%
Figure 4.14
Role of PRC (performance review committee) in training & development of
employee
Interpretation
By interpreting the above data we can say that majority of respondents agreed that PRC have a role in T&D of employee.
62
4.15 Satisfaction levels regarding the rating scale method used for the employee performance
S.no
1 2 3 4
Table 4.15: Satisfaction levels regarding the rating scale method used for the employee performance
60
54%
No of Respondents
50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 8% 4% 34%
Figure 4.15: Satisfaction levels regarding the rating scale method used for the employee performance
Interpretation
By analysing the above given information 54% of respondents agreed that the rating scale executed for employee performance is good.
63
4.16 Overall performance appraisal system at VSP
S.no
Respondents Interpretation 4 66 24 6 100
1 2 3 4
Table 4.16:
Overall performance appraisal system at VSP
70
66%
No of Respondents
60 50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 4% 6% 24%
Figure 4.16:
Overall performance appraisal system at VSP
Interpretation
Majority of the employees responded that the overall Performance Appraisal System at VSP is above satisfaction level.
64
4.17 Employee recognition based on a fair & encouraging performance appraisal system at VSP
S.no
1 2 3 4
Table4.17:
Employee recognition based on a fair & encouraging performance appraisal
system at VSP
60
54%
No of Respondents
Figure 4.17: Employee
recognition based on a fair & encouraging performance appraisal system
at VSP
Interpretation
From the above table we can infer that the respondents regarding employee recognition is based on a fair & encouraging Performance Appraisal System at VSP are mostly good and some are satisfied.
65
4.18 Accomplishment of goals through performance appraisal system at VSP
S.no
Respondents Interpretation 12 52 32 4 100
1 2 3 4
Table 4.18:
Accomplishment of goals through performance appraisal system at VSP
60
52%
No of Respondents
Figure 4.18: Accomplishment
of goals through performance appraisal system at VSP
Interpretation
From the above table we can infer that the respondents regarding the accomplishment of goals through PAS at VSP is above the satisfaction level.
66
4.19 Practise of BOSS ASSESSMENT method in performance appraisal system at VSP helps in maintaining good relationship between superior & subordinate
S.no
1 2 3 4
Table 4.19:
Practise of BOSS ASSESSMENT method in performance appraisal system at
VSP, helps in maintaining good relationship between superior & subordinate
50 45 40 35 30 25 20 15 10 5 0
44% 34%
No of Respondents
14% 8%
Excellent
Good RATING
Satisfied
Not Satisfied
Figure 4.19:
Practise of BOSS ASSESSMENT method in performance appraisal system at
VSP, helps in maintaining good relationship between superior & subordinate
Interpretation
From the above analysis the majority of respondents agreed that, by practising BOSS ASSESSMENT method helps in maintaining good relationship between superior & subordinate is above satisfaction level.
67
4. 20 Planning for future performance, development & clarification of expectations towards employee through performance appraisal system
S.no
Ratings Excellent Good Interpretation Satisfied Not Satisfied Total
1 2 3 4
Planning for future performance, development & clarification of expectations towards employee through performance appraisal system
Table 4.20:
60
52%
No of Respondents
50 40 30 20 10 0 Excellent Good RATING Satisfied Not Satisfied 18% 28%
2%
Planning for future performance, development & clarification of expectations towards employee through performance appraisal system
Figure 4.20:
Interpretation
From the above table we can infer that the respondents regarding Planning for future performance, development & clarification of expectations is above the satisfaction level.
68
4. 21 Extent to which employee gets opportunity to increase his acquired competencies through
performance appraisal system
Sno 1 2 3
Ratings Helps to large extent Helps to some extent Does not help Total
Respondents 34 58 8 100
Percentage 34 58 8 100
Table 4.21: Extent
to which employee gets opportunity to increase his acquired competencies
through performance appraisal system
70
No of Respondents
60 50 40 30 20 10 0 34%
58%
8%
Helps to large extent Helps to some extent
Does not help
RATING
Figure 4.21:
Extent to which employee gets opportunity to increase his acquired competencies
through performance appraisal system
Interpretation
From the above analysis the 58%of PAS helps to some extent to employee to increase his acquired competencies
69
4. 22 Influence of Performance Appraisal System helps in judging the gap between the actual &
desired performance of employee in an organization
S.no
Respondents Interpretation 16 54 22 8 Bar Diagram 100
1 2 3 4
Table 4.22: Influence of performance appraisal system helps in judging the gap between
the actual & desired performance of employee in an organization
60
54%
no of Respondents
Figure 4.22:
Influence of performance appraisal system helps in judging the gap between the
actual & desired performance of employee in an organization
Interpretation
Majority of the employees responded that 54% helps in judging the gap between the actual & desired performance of employee in an organization is above satisfaction level.
70
4. 23 Influence of potential appraisal towards employee through performance appraisal system
Sno 1 2
Table 4.23:
Influence of potential appraisal towards employee through performance
appraisal system
100 90 80 70 60 50 40 30 20 10 0
76%
No of Respondents
24%
Yes RATING
Figure 4.23:
No
Influence of potential appraisal towards employee through performance appraisal
system
Interpretation
By interpreting the above data we can say that majority of respondents agreed that the influence of potential appraisal towards employee through Performance Appraisal System is 76%.
71
4.24 Implementing 360 appraisal at VSP
Sno 1 2
Respondents 88 12 100 at VSP
Table 4.24: Implementing 360 appraisal
100 90 80 70 60 50 40 30 20 10 0
88%
No of Respondents
12%
Yes RATING
Figure 4.24: Implementing 360 appraisal
No
at VSP
Interpretation
The above tabulation tells us the employees view of implementing a 360 degree appraisal system in VSP.88% of the respondents said yes and 12% no.
72
4. 25 I would recommend this organization to others a........place to work?
S.no
Respondents 48 46 6 0 100 about the work place
1 2 3 4
Table 4.25: Employee rating
60
No of Respondents
50 40 30 20 10 0
48%
46%
6% 0% Excellent Good Satisfied RATING Not Satisfied
Figure 4.25:
Employee rating about the work place
Interpretation
From the above table we can conclude that most of them are above the satisfaction level as it is a public sector organisation many of them are having job security so, most of employee are above satisfaction level.
73

Data Interpretations and Analysis

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Data Interpretations and Analysis

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4. Data analysis & interpretation 4.

1 Performance review system at RINL

Ratings Excellent Good Satisfied Not Satisfied Total

Table 4.1: Performance review system at RINL

60 50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied 16% 16% 2%

4.2 Top management involvement in performance appraisal system

Ratings Excellent Good Satisfied Not Satisfied Total

Table 4.2: Top management involvement in performance appraisal system

60 50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied 4% 4% 28%

4.3 Role of performance appraisal system in RINL for achievement of objective

Ratings Excellent Good Satisfied Not Satisfied Total

level of employee interpersonal skills through performance appraisal system

Ratings Excellent Good Satisfied Not Satisfied Total

Ratings Excellent Good Satisfied Not Satisfied Total

Respondents 6 Interpretation 58 24 12 100

Ratings Excellent Good Satisfied Not Satisfied Total

Respondents 4 Interpretation 62 28 6 100

60 50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied

4.7 Impact of BOSS ASSESSMENT in enhancing the employee morale

Ratings Excellent Good Satisfied Not Satisfied Total

Table 4.7: Impact of BOSS ASSESSMENT in enhancing the employee morale

50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 18% 4%

Figure 4.7: Impact of BOSS ASSESSMENT in enhancing the employee morale

4.8 Influence of performance appraisal system in reducing the grievance of employee

Ratings Excellent Good Satisfied Not Satisfied Total

Respondents 2 42 Interpretation 34 22 100

42% 34% 22%

Reporting officers role in assessing the employee

Ratings Excellent Good Satisfied Not Satisfied Total

Table 4.9: Reporting officers role in assessing the employee

60 50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied 18% 14% 2%

Ratings Excellent Bar Diagram Good Satisfied Not Satisfied Total

2% Good Satisfied Not Satisfied

Ratings Excellent Good Satisfied Not Satisfied Total

50 40 30 20 10 0 Excellent Good Satisfied Not Satisfied

Ratings Yes No Total

helps in evaluating employee performance

system helps in evaluating employee performance

40 35 30 25 20 15 10 5 0 Excellent Good Satisfied Not Satisfied 8% 26% 22%

planning & succession planning

Ratings Yes No Total

Role of PRC (performance review committee) in training & development of

70 60 50 40 30 20 10 0 Yes RATING No 26%

Role of PRC (performance review committee) in training & development of

Ratings Excellent Good Satisfied Not Satisfied Total

50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 8% 4% 34%

4.16 Overall performance appraisal system at VSP

Ratings Excellent Good Satisfied Not Satisfied Total

Respondents Interpretation 4 66 24 6 100

Overall performance appraisal system at VSP

60 50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 4% 6% 24%

Overall performance appraisal system at VSP

Ratings Excellent Good Satisfied Not Satisfied Total

Employee recognition based on a fair & encouraging performance appraisal

50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 2% 12% 32%

Figure 4.17: Employee

recognition based on a fair & encouraging performance appraisal system

4.18 Accomplishment of goals through performance appraisal system at VSP

Ratings Excellent Good Satisfied Not Satisfied Total

Respondents Interpretation 12 52 32 4 100

Accomplishment of goals through performance appraisal system at VSP

50 40 30 20 10 0 Excellent Good Satisfied RATING Not Satisfied 12% 4% 32%

Figure 4.18: Accomplishment

of goals through performance appraisal system at VSP