Highest Academic Qualification Obtained

Published Date: 02 Nov 2017

Dear Colleague

Enclosed to this letter you will find an attachment of the questionnaire which is related to the Performance Appraisals. Only 10 minutes of your time is required to complete this entire form. Confidentiality will be the prime factor of this research, so please it’s a humble request to you to be as honest as possible.

Currently it is the master’s degree in human resources I am focusing on and you can help me in completing my studies (for degree purpose) by your answers in this attached questionnaire. I main aim of this research is to find a solution that as an employee or manager how we can include your needs and expectations in the design of performance appraisal system. Please think of the Ideal design of performance appraisal system not the system which is presently working in the company while answering the questions in the questionnaire.

Your answers will in no ways affect you in anyways or will be disadvantage/detriment in any manner and all your answers will be kept confidentially.

Please return the completed questionnaire by 15 March 2013 to the HR department.

Thank you for your co-operation.

Ms. Ambreen Sutarwala

APPENDIX-2

INFORMED CONSENT

Organization specific performance appraisal system’s design to determine amalgamate management and employees expectations is a study which is designed to achieve and combine both managerial and non-managerial employees prerequisite in performance appraisal’s design. Completion of this questionnaire, as a participant in this research, is required from you. Through your participation in this research, no risk or benefit will take place to you and the results obtain will be kept confidential. This will be purely voluntary participation, and the withdrawn from the research can be at any point in time, without any adverse penalties or circumstances. The data that is provided by you will be discarded as soon as you decide to withdraw from this research. Moreover, assurance of your secrecy is also grantee, as your personal details are not required for this research. On the questionnaire cover page appears the contact details of the researcher and you are free to contact at any time.

Ms Ambreen Sutarwala

Email Address: *******@yahoo.com

Mobile No: +92 *** *** ****

Please fill the following:

I fully understand participation implication in this research, knowing that in all times and manner my participation will be kept confidential, and so I give consent of the data I provide to be used for the research purposes. I also know that the withdrawn from the research can be done at any point in time with having any adverse effect for me. So I give the researcher my consent to use the data provided by me for research purposes.

Signed: ___________________________ Date: ______________________

If you do not agree with any point in this declaration form, please highlight the following statement (and in this case your signature is not required).

I am not giving consent of the data I provide to be used for the research purposes.

APPENDIX-3

QUESTIONNAIRE SURVEY

Please help EFU LIFE to serve you better by taking a few moments to fill out this survey form. The results will be returned to us automatically via the web.

Consent: I give permission that the information I provide below, maybe used for research purposes and this will not be to my disadvantage (Please tick) (Yes) (No)

1. Age

<25 

26-35 

36-45 

46-55 

56-65 

 

2. Highest Academic qualification obtained

Year 10 

Year 12 

Diploma 

Graduate Degree 

Post Graduate Degree 

Doctorate 

3. Gender

Male 

Female 

What type of role you are in

Managerial role

Non-managerial role

5. How many years you have been in this role

<1 year

2-3 years

3-4 years

4-5 years

6. How many years' of work experience do you have in total

<1 year 

2-4 years 

4-6 years 

6-8 years 

7. Have your performance been appraised at EFU or outside EFU

Yes

Yes 

No

No 

 

8. Did someone else appraise you with their performance (Either by your subordinate or your co-worker)

Yes 

No 

 

9. Is there any need for performance appraisal

Essential 

Needed but no essential 

Not necessary at all 

 

10. How often should the performance appraisal be conducted

Yearly 

6 monthly 

Quarterly 

Monthly

 

11. Performance Appraisal are essential for career development

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

12. Performance Appraisal provides suitable feedback to the employees about their performance

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

13. Performance Appraisals provide managers and supervisors with an opportunity to guide the employees for better performance

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

14. Performance Appraisals must be developed keeping employee development philosophy in mind (aimed at betterment of employee skills).

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

15. Performance Appraisal documents should be easy to use

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

16. Performance Appraisals must permit that employees are distinct.

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

17. Performance Appraisal systems should have regular system reviews built in

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

18. The most important function of performance appraisal should be employee discipline

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

19. An important function of performance appraisal is to determine the salary increase

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

20. An important function of performance appraisals should be to determine the financial rewards and incentives

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

21. An important function of performance appraisals should be to promote employee development such as training and skills development (career progression)

Strongly Agree

 

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

 

 

22. An important function of performance appraisals is to facilitate communication between employees and managers

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

23. An important function of performance appraisals should be to elucidate what is expected from the employees

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

24. An important function of performance appraisals should be to set future performance goals for the company

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

25. An important function of performance appraisals should be to manage promotions for employees

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

26. An important function of performance appraisals is to measure the actual performance

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

27. An important function of performance appraisals should be to motivate the workforce

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

28. An important function of performance appraisals is to communicate the EFU LIFE's values, strategy and mission to the employees

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

29. An important function of performance appraisal is to facilitate employees' personal goals

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

Now please rank the questions 18-29 from 1-10 where, 1 is least important and 10 is most important

 

30. If my score is high I expect a salary rise

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

31. If I get a high score I expect financial incentive or bonus or reward

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree

Strongly Disagree

32. If I get a high score I expect a promotion at EFU LIFE

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

33. If I get a lower score I expect to get counselled

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

34. If my score is lower I expect to become disciplined

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

35. If my score is lower, I expect to be demoted

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

36. If my score is lower, I expect a decrease in salary

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

37. Performance appraisal should be pilot tested before implementation

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

38. The measurement criteria for key performance indicators should be measurable in numbers

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

39. Performance appraisal training should be for appraisee should be included as the part of system designing

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

40. During performance appraisal process, employee's performance should be assessed by not his/her immediate assessor but by a number of assessors

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

41. When the performance appraisal is conducted the appraisal system should assess the employees contribution towards the organizational objectives

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

42. When performance appraisal is conducted, employee's individual performance should be ranked and compared with other employees performance (Rank 1-10)

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

43. Rating scales should be used as per the specific behaviour (Behaviourally Anchored Rating Scale) (E.g. Timely completion of work can be rated from 1-5 where, 1. Never completes in time 2. Occasionally completes in time 3. Rarely completes in time 4. Always completes in time 5. Completes work before time)

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

44. Line managers as well as HR managers must be involved in designing the performance appraisal system

Strongly Agree 

Agree 

Neither Agree nor Disagree 

Disagree 

Strongly Disagree 

 

45. Is there any question above which is not clear

Yes 

No 

 

46. Any further comments in designing the performance appraisal system

 

Thank you for taking the time to fill out this survey.