A STUDY ON PERFORMANCE APPRAISAL IN UNITED INDIA

INSURANCE COMPANY LTD

PROJECT REPORT

Submitted to the

University of Madras in partial fulfillment for the requirement award of the

degree

B.COM (INFORMATION SYSTEM AND MANAGEMENT)

SUBMITTED BY

NAME: R.JAYANTHI

REG NO: 421400084

UNDER THE GUIDANCE OF

MRS.M.MOHANAPRIYA, M.B.A, M.PHIL

ASSISTANT PROFESSOR

DEPARTMENT OF INFORMATION SYSTEM AND MANAGEMENT

DHARMAMURTHI RAO BAHADUR CALAVALA CANNAN CHETTYS

HINDU COLLEGE

PATTABIRAM, CHENNAI 600072, 2016-2017

 BONAFIDE CERTIFICATE
This is to certify that the project work entitled A STUDY ON PERFORMANCE
APPRAISAL in UNITED INDIA INSURANCE LIMITED is submitted to the University of
Madras. By R.JAYANTHI (REG NO: 421400084)for the partial fulfillment for the awards of
the BACHELOR DEGREE in B.COM INFORMATION SYSTEM MANAGEMENT are
based on the result of research work carried out by her under my guidance and supervision. This
is the original work of the candidate. In my opinion, the work is fit for the award of the degree of
INFORMATION SYSTEM MANAGEMENT University of madras, during the year 2016
2017.

Faculty guide Head of Department

External examiner Internal examiner

Date:

Place:
 DECLARATION

This is to certify that project work entitled A STUDY ON PERFORMANCE

APPRAISAL in UNITED INDIA INSURANCE LIMITED is submitted for the award of
bachelor degree in B.COM INFORMATION SYSTEM MANAGEMENT University of
Madras in the outcome of my personal and original research work done by me under the
guidance of Prof. M. MOHANAPRIYA and no part of this subject work has been submitted for
any other Degree, Diploma, and fellowship of other academic courses.

DATE: R.JAYANTHI

PLACE:
 ACKNOWLEDGEMENT

I Acknowledge my profound gratitude to our Principal Dr. S. Kalpana Bai, M.Sc (Stats),
M.Sc (Maths)., M.Phil., Ph.D., DRBCCC Hindu college (Shift II) Pattabiram, Chennai 72 for
permitting me to carry out my project work successfully.

I am extremely grateful to the Head of the Department Prof. M.PADMANBAN, M.C.A,

M.Phil Department of INFORMATION SYSTEM MANAGEMENT for providing the effective
initiation and valuable suggestions to do and complete this project.

I express my sincere thanks to my project guide Prof. M.MOHANPRIYA, MBA, M.Phil for
his supervision and guidance which helped me in completing the project successfully.

I owe my thanks to University of Madras for creating this invaluable opportunity for the
students of UG Department of INFORMATION SYSTEM MANAGEMENT for having
included the project study in this curriculum.

I also thank my parents and friends and all my well-wishers who had extended their support
to me towards preforming this project study in a successful manner.

R.JAYANTHI
 INDEX

S.NO TITLE PAGE NO

CHAPTER 1
1.1 General Introduction of study
1.2 Objective of study
1.3 Need of study
1.4 Significance of the study
1.5 Statement of research problem
1.6 Methodology
1.7 Chapterisation

CHAPTER 2
2.1 Concept of the study

CHAPTER 3
3.1 Company profile

CHAPTER 4
4.1 Topic of the study
4.2 Sources of data
4.3 Tools use for data collection
4.4 Sampling
4.5 Sample respondent
4.6 Tools use for data analysis
4.7 Definition of important term
4.8 Periodic study
4.9 Limitation study

CHAPTER 5
5.1 Data analysis and interpretation
5.2 Chi- square

CHAPTER 6
6.1 Summary of finding and suggestion
6.2 Annexure
6.3 Bibliography
 LIST OF TABLES

TABLE NO PARTICULAR PAGE NO

1 Age of employees
2 Classification based on gender
3 Income of employees
4 Qualification of employees
5 Basis of appraising employees
6 Performance appraisal in methodology
7 Method of performance appraise use in organization
8 Conducting program of in performance appraisal
9 Information of performance appraisal to employees
10 Evaluation of factors
11 Rate involved in appraisal of employees
12 Performance appraisal rate
13 Performance appraisal opinion
14 Calculation of employees feedback
15 Selection of the best performer
16 Work environment of the company
17 Top opportunities for us increase our organization
18 Employee feeling of success in the organization
19 Contribution of team work
20 Increment of salary granted to employees
21 The biggest achievement for employees in organization
22 Introductory period of new employee
23 Performance appraisal system in an organization
24 360 degree appraisal process undertaken in organization
 LIST OF CHART

CHARTS NO PARTICULAR PAGE NO

1 Age of employees
2 Classification based on gender
3 Income of employees
4 Qualification of employees
5 Basis of appraising employees
6 Performance appraisal in methodology
7 Method of performance appraise use in organization
8 Conducting program of in performance appraisal
9 Information of performance appraisal to employees
10 Evaluation of factors
11 Rate involved in appraisal of employees
12 Performance appraisal rate
13 Performance appraisal opinion
14 Calculation of employees feedback
15 Selection of the best performer
16 Work environment of the company
17 Top opportunities for us increase our organization
18 Employee feeling of success in the organization
19 Contribution of team work
20 Increment of salary granted to employees
21 The biggest achievement for employees in organization
22 Introductory period of new employee
23 Performance appraisal system in an organization
24 360 degree appraisal process undertaken in organization
CHAPTER 1
INTRODUCTION
 CHAPTER 1

1.1 GENERAL INTRODUCTION OF STUDY:

The topic is selected for the study is Performance Appraisal of employees in

UNITED INDIA INSURANCE CO.LTD.

Performance Appraisal is the process of performance and evaluating the quality of

employees that required for the job based.

Appraisal is necessary for all important decision relating to workers such as promotion,
remuneration and rewards, training and development as well as long term planning and
organization development.

It helps supervisors to assess the work performance of their sub-ordinates.

It assists to provide for employees to correct their mistakes, and it also proper guidance and
criticism for employees development.

By studying about the performance of employees, we would wish to appraise the various
levels of them.
1.2 OBJECTIVES OF STUDY:

The basic objectives of this project are.

Primary objective
Secondary objective

PRIMARY OBJECTIVES:

To find out the appraise of employees and their performance.

To know about the working conditions and performance of the underwriters in

company.

Primary objective of performance appraisal, collecting the information from the

respondent .It may be taken by questionnaire, interview or observation.

SECONDARY OBJECTIVES:

To suggest some measure for improving and training the methods to appraise
the performance of the underwriter.

To further growth and development the person should maintain and assess the
potential.

Secondary performance objective include enhancing employer employee

relation, permitting human resources to perform key tasks more effectively
and motivating employees to pursue goals that are compatible with
organization goal.
1.3 NEED OF STUDY:

To ensure effectiveness in the Organization.

The superior has a proper understanding about the sub ordination or insurer.

Review of performance of sub-ordinates or insurer.

Provide information that help to counseling the sub-ordinates.

To know about employees skills, knowledgeetc.

To set new standard of work.

Provide feedback information about the level of achievement and behavior of

employee or underwriter.
1.4 SIGNIFICANCE OF THE STUDY:

To provide valuable information for human resource decision like in payment,

promotions, transfers etc.

It helps to judge the employee effectiveness of recruitment, selection and

placement and orientation system of the organization.

Improving the communication between senior level management and

underwriter.

It helps in analyzing the employee training and development need.

A competitive spirit is created and employees are motivated to improve their

performance.
1.5 STATEMENT OF RESEARCH PROBLEM:

Performance Appraisal is important for organization and employees.

Some of the problems faced in the process are.

Time consuming.
No accurate answer
Lack of output
Wrong judgment.

No significant relationship was found between employees performance

evaluation and their promotions, transfer, placement etc.

It is used to identify the poor performance of the employees during training

period.
1.6 METHODOLOGY:

In this study, the stratified simple random sampling method is used.

Here, the samples are selected on a random basis.

From the respondents result, the percentage analysis is calculated from the below
formula:

No. of respondents
*100
Total No. of respondents

To perform comparative analysis, chi-square test is used.

CHI-SQUARE = E (O-E)2

The value table is formed out using the chi-square by comparing the degree of
freedom with the level of significances which normally 5%

The degree of freedom (DOF) = (c-1) (r-1)

 1.7 CHAPTERIZATION

It deals with the general introduction of the project.

Unit 1

It deals with the concept of the study.

Unit 2

It deals with the company profile.

Unit 3

Unit 4 Its deals with the methodology.

Unit 5 Its deals with the data analysis and interpretation.

Unit 6 Its deals with the summary of finding and suggestion.

CHAPTER 2
CONCEPT OF THE
STUDY
 CHAPTER -2

2.1 CONCEPT OF THE STUDY:

Meaning:

Performance appraisal is the process of evaluation of an employee at higher level. In

order to know whether the selection of an employee is right or wrong performance
appraisal is too restored.

To promotion, transfer, salary increase etc.

Appraisal of an employee reveals as to how efficiently the sub-ordinate is performing

his jobs and also to know his aptitudes and other qualities necessary for performing the
jobs assigned to him.

INTRODUCTION:

The process by which a manager or consultant examines and evaluates an employees

work behavior by comparing it with present standards, document the result of the
comparison and the uses result to provide feedback to the employee to show where
improvement.

Performance appraisal is the systematic evaluation of the performance of employees

and to understand the abilities of a person for further growth and development.

Performance appraisal which is also known as employee appraisal, performance

tracking, and performance evaluation or performance assessment it is very commonly
used term in human resource management and in most business entities.

In simple words it is the process of assigning employees at this work for their further
development.
DEFINITIONS:

Performance appraisal is a systematic, periodic and so far as humanly possible, the

impartial rating of an employees excellence in matters pertaining to his present job and
to his potentialities for a better job. Edwin. B, Flippo

It is the evaluation or appraisal of the relative worth to the company of a mans services
on his jobs.

Performance appraisal is the process of evaluating an employees performance of a job

in term of its requirement.

CHARATERISTICS:

CLEAR OBJECTIVE:

The appraisal system should be fair and beneficial to both the individual employee and the
organization should be linked with other subsystems of personnel management.

RELIABLE AND VALID:

Appraisals should measure what they are supposed to measure. For example, if the
objective of appraisal is to show potential of an employee for promotion, it should supply
the date relating to potentialities of the employee.

STANDARDISATION:
The appraisal form, procedures and rules should be standardized. There should
be well-defined performance criteria and standards.

TRAINING:

Evaluators should be given training in procedures and principles of appraisal. They should
be provided with knowledge and skill in designing appraisals.

JOB RELATEDNESS:
The appraisal system should focus attention on job related behavior and performance. It
should provide information on job related activities and areas.
 MUTUAL TRUST:

Before introducing the appraisal system, a climate of mutual trust, cooperation

and confidence should be created in the organization.

Under the system, the employees should be treated in a supportive manner.

FEEDBACK AND PARTICIPATION:

The rating should be communicated to both the employees and the raters.
The employee should get information on their performance.

HELP FOCUS:

Appraisal should not judgemental. It should be purely control oriented.

He should help people reach their full potential.

RECOGNITION OF DIFFERENCE:
Organization differs in terms of works, size, resources, need and environment.
It should be specific and made for particular company.

POST APPRACIAL INTERVIEW:

An appraisal system is only as effective as the manager is communication.

It will help to know the difficulties of works and training needs of employees
.

ADVANTAGES OF PERFORMANCE APPRAISAL:

They provide a document of employee performance over a specific period of

time.

They provide a structure where a manager can meet and discuss performance
with an employee.

They allow a manager the opportunity to provide the emplo9yee with feedback
about their performance and discuss how well the employee goals were
accomplished.
 They provide a structured process for an employee to clarify expectations and
discuss issues with their manager.

They provide a structured for thinking through and planning the upcoming year
and developing employee goals.

They can motivate employees if supported by a good merit increase and

compensation system.

DISADVANTAGES OF PERFORMANCE APPRAISAL:

If not done right, they can create a negative experience.

Performance appraisals are very time consuming and can be overwhelming to

managers with many employees.

They are based on human assessment and are subject to rater errors and biar.

It can be waste of time. If not done appropriately.

They can create a very stressful environment for everyone involved.

CONTENT OF PERFORMANCE APPRAISAL:

QUALITY OF WORK:

Consider accuracy, thoroughness, effectiveness.

Pressure, ability to meet standards of quality.

Use of time.

QUANTITY OF WORK:
Neatness and accuracy.

Competence, thoroughness and efficiency of work regardless of volume.

 TEAM WORK:

Establish and maintain effective working relationship with others.

Shares information and resources with others.

Contributing work and effort to group performed to meet agrees upon objectives
and achieve team success.

JOB KNOWLEDGE:

Degree of technical competence.

Understanding of job procedures, methods, facts and information related to

assignments.

Application of appropriate level of technical and procedural knowledge in specific.

INITIATIVE:
Self-starter, develop and implement new methods, procedure, solution, design and or
applications of existing designs or procedures.

Accepts additional challenges and responsibilities and willing by assist others.

Complete assignment on time.

INTERPERSONAL RELATIONS:

Consider the extent to which the employee is cooperative, considerate, and tactful
in dealing with supervisors, sub-ordinates, faculty, students and others.

HEALTH AND SAFETY COMPLIANCE:

The degree to which he or she complies with or over sees the compliance with
university safety rules.

COMMUNICATION ABILITIES:
Ability to listen and understand information.

Present information in a clear and concise manner.

Demonstrate respect of all individuals in all forms of communication.

 Regardless of their background or culture.

PLANNING AND ORGANIZING:

Adapting to changes and using resources effectively.

Maintain confidentiality as appropriate.

Arranging work schedules and prioritizing work to meet deadlines.

PROBLEM ANALYSIS AND DECISION:

Anticipating problems and facilitate problem resolution.

Willingness to make necessary and immediate decision given incomplete

information.

Understanding practical and workable solution.

OBJECTIVES OF PERFORMANCE APPRAISAL:

To provide employees feedback on their performance.

To identify employees training needs.

Document criteria used to allocate organizational rewards.

A basic for decision relating to salary increase, promotion, bonus etc.

To provide opportunity for organizational diagnosis and development.

Facilitate communication between employee and employer.

To validate selection techniques and human resource policies to meet regulatory

requirement.

To improve performance through counseling, coaching and development.

360 OF PERFORMANCE APPRAISAL:

Many companies have implemented 360 appraisals, where performance ratings are
collected simultaneously from subordinates, peers, supervisors and employees
themselves. Typically 360 appraisals are used for development and feedback purpose.
The focus is on evaluation of competencies that are relevant for job performance in
useful behavioral terms. Although 360 appraisals are being used by many firms, they
are most successful in organization that offers open and participative climates, along
with active career development system.

Supervisors, peers, subordinates and employees themselves typically differ in their

ability to appraise various dimension of performance. This rater observes different
behavior and may interpret them with divergent standards.

Many 360 feedback tools are not customized to the needs of the organizations in
which they are used. 360 feedback is not equally useful in all types of organizations
and with all types of jobs. Additionally, using 360 feedback tools for appraisal purposes
has increasingly come under fire as performance criteria may not be valid and job based,
employees may not be adequately trained to evaluate a co-worker's performance, and
feedback providers can manipulate these systems. Employee manipulation of feedback
ratings has been reported in some companies who have utilized 360 feedback for
performance evaluation including GE (Welch 2001), IBM (Linman 2011), and Amazon
(Kantor and Streitfeld 2015).

The U.S. military has criticized its own use of 360-degree feedback programs in
employment decisions because of problems with validity and reliability.Other branches
of the U.S. government have questioned 360-degree feedback reviews as well. Still,
these organizations continue to use multi-rater feedback in their development processes.
CHAPTER 3
COMPANY PROFILE
 CHAPTER 3

3.1COMPANY PROFILE:

The UNITED INDIA INSURANCE COMPANY LTD was setup on 18/12/1938 as

United India Fire and general insurance company ltd. The name was changed as United
India Insurance Company limited effective from 30/12/1978.

United India Insurance Company is a state owned(wholly owned by the government of

India).

It control by ministry of finance government of India.

General insurance business (Nationalization) act 1972 (Since amended in 2002) and
IRDA act 1999.

After Nationalization united India has grown by leaps and bounds and has 18300. Work
force spread across 1340 offices providing insurance cover to more than 1 crore policy
holders.

The number of location 1,340 the type of company is public sector.

12 Indian insurance companies, 4 cooperative insurance societies and Indian operations

of 5 foreign insurers besides, General Insurance operation of southern region of life
insurance corporation of India Insurance Company Ltd.

The company has variety of insurance products to provide insurance cover from bullock
cart to satellites.

United India has been in the fore front of designing and implementing complex covers to
large customers, as increases of DNGC Ltd, GMR- Hyderabad international Airport Ltd,
and Mumbai international Airport Ltd Tirumala- Tirupati Devasthanam etc.

It has been also the pioneer in taking insurance to rural masses with large level
implementation of universal health insurance programme of government of India and
Viaya Raji.

Janani-Kalyan yojana (covering 45 lakhs women in the state of Madhya Pradesh),

 Tsunami Jan Bima: Yojana (in 4 states covering 4.59 lakhs of families),

National Livestock Insurance and many such schemes.

It transacts general insurance business. The company carries out its functions and duties
in accordance with the objective defined in its memorandum and articles of association
and the guidelines laid down in Insurance act in 1938.

PRODUCT:
PERSONAL POLICIES:

House holder.

Personal accident.

Mediclaim.

Unimedicare.

Bhavishya Arogya.

COMMERCIAL POLICIES:

Fire Insurance

Marine Insurance

Motor Insurance

Industrial Insurance

Liability Insurance

FIRE INSURANCE:-

Fire Insurance has establishment in 1666. In India the fire insurance business is not so
developed as in foreign countries.
Fire insurance business in India is governed by the all India fire tariff that lays down
the term of coverage, the premium rater and the conditions of the fire policy.

The fire Insurance policy has been renamed as Standard Fire and special perils
policy.

Fire Insurance covers damages or loss to a property because of fire.

 Fire insurance causes of loss are covered by,

Fire
Lightning
Electricity
Explosion or implosion
Aircraft damage
Terrorism
Natural disasters etc.

Most policies covers a home regardless of whether the fire originates from with the
home or from outside the home.

Coverage limits are dependent on the cause of the fire.

MARINE INSURANCE:-
Marine Insurance started at 1600 in England at Charles coffee shop for using
marine policies. The insurance Act was passed on sec (2) 1938 and sec(3) 1963. Marine
Insurance Act 1960.

Marine insurance cover the loss or damage of ships, cargo, terminals and any
transport or cargo by which property is transferred acquired or held between the points of
origin and final destination.

Cargo Insurance is sub-branch of marine insurance, though marine also include

onshore and offshore exposed property, Hull, Marine Casualty and Marine Liability.

When goods are transported by mail or courier, shipping insurance is used instead.

Maritime Insurance was the earliest well developed kind of insurance with origin in
the Greek and Roman Maritime loan.

The Marin insurance Act includes as a schedule, a standard policy.

The Voyage basics covers trans it between the port set out in the policy, the time
basics covers a period, typically one year and is more common.

A Marine policy typically covered only three quarters of the insured liabilities
towards third parties.

The typical liabilities arise in respect of collision with another ship, known as
Running down collision with a fixed object is Harbour and wreck removal (a wreck
may serve to block a harbour).

In 19th century ship owners banded together ion mutual underwriting clubs known as
protection and indemnity clubs (P and I).
LABILITY INSURANCE:-
Liability Insurance is a very broad superset that covers legal claims against the
insured. Many type of insurance included an aspect of liability coverage for example a
home owners insurance policy will normally include liability coverage which protects
the insured in the event of a claim brought by someone who slips and falls on the
property.

Automobile insurance also includes an aspects of liability insurance that in

demnifies against that a crashing car an can cause to other lives, health or property.

The protection offered by a liability insurance policy is twofold a legal defense in the
event of a lawsuit commenced against the policy holder and indemnification (payment on
behalf of the insured) with respect to a settlement or court verdict.

Liability policies typically cover only the negligence of the insured and will or
intentional act by the insured.

MOTOR INSURANCE:-
Motor Insurance also known as car insurance, vehicle insurance or auto insurance is
insurance for cars, trucks, motorcycles and other road vehicles. Its primary use is to
provide financial protection against physical damage and/or bodily injury resulting from
traffic collisions and against liability that could also arise there from.

The specific term of vehicles insurance vary with legal regulation in each region. To
a lesser degree vehicle insurance may additionally offer financial protection against theft
of the vehicle and possible damage to a vehicle, sustained from things other than traffic
collisions such as keying and damage sustained by colliding with stationary object.

Contents:
Widespread use of the automobile began after the First World War in urban areas.
Cars were relatively fast and dangerous by the stage, yet there was still no compulsory
from of car insurance anywhere in the world.

A compulsory car insurance scheme was first introduced in the United Kingdom
with the Road Traffic Act 1930.

Public Policy:
In many jurisdictions it is compulsory to have vehicle insurance before using or
keeping a motor vehicle on public roads.
 Several jurisdictions have experimented with a pay - as - you - drive insurance
plan which is paid through a Gardiner tax (Petrol tax).

THIRD PARTY INSURANCE:

Compulsory third party insurance is linked to the registration of a vehicle. It is transferred

when a vehicles already registered is sold. It covers the vehicle owners and any person who
drives the vehicle against claims for liability in respect of the death or injury to people caused by
the fault of the owner or driver, but not for damage.

It covers the cost of all reasonable medical treatment for injuries received in the
accident, loss of wages, cost of care services and in some cases compensation for pain and
suffering.

AUTO INSURANCE IN INDIA:

Auto Insurance in India deals with the insurance covers for the loss or damage caused
to the automobile or its parts due to natural and man-made calamities.

It provides accident cover for individual owner of the vehicles while driving and also
for passengers and third party legal liability.

Auto premium is determined by a number of factor and the amount of premium

increase with the rise in the price of the vehicle.

Type of Auto Insurance in India:

Private Car Insurance:

In the Auto Insurance in India, private car insurance is the fastest growing sector as
it is compulsory for all the new cars.

Two Wheeler Insurance:

The Two Wheeler Insurance under the auto insurance in India covers accidental
insurance for the driver of the vehicles. The amount of premium depends on the
current showroom price multiplied by the depreciation rate fixed by the tariff
advisory committee at the time of the beginning of policy period.

Commercial Vehicle Insurance:

Commercial Vehicle Insurance under the Auto insurance in India provides

cover for all the vehicles which are not used for personal purposes like the truck and
HMVS. The auto insurance generally includes:
 Loss or damage by accident, five, lightning, self ignition, external
explosion, burglary, theft.

Liability for third party injury/death, third party property and liability to
paid driver.

On payment of appropriate additional premium, loss/damage to electrical/

electronic accessories.

The Auto Insurance does not include:

Consequential loss, depreciation, mechanical and electrical breakdown,

failure or breakage.

When vehicle is used outside the geographical area.

War or nuclear perils and drunken driving.

UNITED INDIA INSURANCE HEALTH PLAN:

United India Insurance Company plans guarantee peace of mind for the
insured / family against financial perils and inadequacies due to sudden ill health
and hospitalization. They have a plethora health insurance plans that cater to
individual, family and senior citizens.

Health Insurance Policy- Family Medicare:

Family Medicare Policy covers all the members of the family under a single sum
insured. Family to be covered can comprise of the insured, spouse and dependent
children the age of proposer should be between 18 and 80 years.

Health Insurance Policy- Gold:

The sum insured is between Rs. 1 lakh to 5 lakhs in multiples of Rs. 50,000. The
policy covers hospitalization expenses incurred in India for treatment for illness
diseases and injury sustained or contracted by the insured during the policy period.
It also covers certain day care procedure.

Health Insurance Policy- Platinum:

The sum insured is between Rs. 1 lakhs and 10 lakhs in multiples of

Rs.50,000 platinum policy covers hospitalization expenses incurred in India for
treatment for illness, diseases or injury sustained or constructed by during the
policy. It also covers certain day care procedure.
 UNITED INDIA INSURANCE HOUSE INSURANCE POLICIES:
House Insurance plans cover the loss to the structure and/or belongings
inside the house.

House Holder Policy:

The policy covers loss or damage to the building and its contents including
jewellery, baggage and valuables, domestic appliances likes TV, VCR, Audio
systems, PCs, etc. They also cover accidental injury that result in disability or death
and liabilities to third parties.

UNITED INDIA INSURANCE PERSONAL ACCIDENT PLANS:

Accidents can happen with anyone at any time. In a matter of it may take
away your hard earned money because after math of accident can be adverse. In
such a situation, dont stretch your saving and your life back on the track with
personal accident policy. This policy offers vast coverage to protect families from
financial instability.

PERSONAL ACCIDENT POLICY:

The policy covers physical loss to an individual due to an accidental injury

including fatal injuries. Any individual or group of individual, through employer
association or institution and aged between 5 and 70 years can be insured under the
policy.

MEDICLAIM POLICY:
Expenses incurred by the insured for hospitalization for illness/ diseases or injury
sustained are covered. Domiciliary under the policy.

UNIMEDICARE POLICY:
The policy covers reimbursement of hospitalization expenses because of
illness/ diseases or injury sustained. The Insurance scheme also provides for family
discount in premium, cumulative bonus and cost of health check-up.

UNITED INDIA INSURANCE BUSINESS PLAN:

Shopkeeper policy.

Burglary policy.

Jewellery Block policy.

 Money in transit policy.

Compact policy.

Dukan Mithra policy.

UNITED INDIA INSURANCE LIABILITY INSURANCE PLANS:

Motor Liability policy.

Product Liability policy.

Professional Indemnity policy.

Public Liability policy.

Workmen Compensation Insurance.

UNITED INDIA INSURANCE MICRO INSURANCE PLANS:

Animal Driven Cart Insurance Scheme.

Bio- Gas plant Insurance.

Dairy Package Policy.

Farmers Package Policy.

Floriculture Insurance.

Honey Bee Insurance.

Hurt Insurance.

Kissan Credit Card.

Raja RajeshwariMahilaKalyanYogana.

Rural Accident Policy.

UNITED INDIA INSURANCE SOCIAL POLICIES:

Janatha Personal Accident Policy.

Bhagyashree Policy.

RaiaRajeshwari Policy.

Mother Teresa Womens Children Policy.

Jan Arogya Bima Policy.

UNITED INDIA INSURANCE FIRE INSURANCE PLANS:

Fire Loss of profit policy.

Standard fire and special perils policy.

UNITED INDIA INSURANCE MARINE INSURANCE POLICY:

Marine Hull.

Marine Cargo.

UNITED INDIA INSURANCE INDUSTRIAL INSURANCE PLANS:

Boiler and pressure plant policy.

Contractors plant and machinery policy.

Deterioration of stock.

Electronic Equipment policy.

Industrial All Risk Policy.

Machinery Breakdown policy

It is advisable to compare all united India insurance company general

insurance plans with plans from other general insurance companies in India to choose the
best insurance plan that suits you the most.
CHAPTER 4
METHODOLOGY
 CHAPTER 4

4.1 TOPIC OF THE STUDY:-

A study on Performance Appraisal of employees in United Indian Insurance
Company Ltd, Tiruvallur.

4.2 SOURCES OF DATA:-

Primary data

Secondary data

PRIMARY DATA:

Primary data is collected by questionnaire, interview or observations.

SECONDARY DATA:
Secondary data is collected through journal, Newspaper, feedback form the
employees.

4.3 TOOLS USE FOR DATA COLLECTION:-

In this study tools used for data collection is questionnaire and observation.

4.4 SAMPLING:-
This study uses the Non- probabilities random sampling technique for analysis the
samples.

4.5 SAMPLING RESPONDENTS:-

The employee or underwriter is respondents in our studies.

4.6 TOOLS USE FOR DATA ANALYSIS:-

Percentage analysis

Chi-square analysis

PERCENTAGE ANALYSIS:-

It is used in making comparison between two or more series of data while in

respondents.

It is used to analyze and identified the data while in respondent in the

questionnaire.

It is expressed as:

PERCENTAGE (%) = NO. OF RESPONDENT FOR EACH RESPONDENT

CHI- SQUARE TEST:-

Chi- square test is a statistical measures used in the data of sampling analysis for
comparing a two or more datas in a theorical variance.

HYPOTHESIS:
Hypothesis test is a statistical test that examines two hypotheses about a
population the Null hypothesis and the alternative hypothesis.

NULL HYPOTHESIS:
A hypothesis of no different is called null hypothesis and its usually denoted as
H0.

ALTERNATIVE HYPOTHESIS:
Any hypothesis which is compliantly to the null hypothesis is called
an alternative hypothesis. It is usually denoted by H1.
4.6 DEFINITIONS OF IMPORTANT TERM:-

Performance Appraisal is a systematic, periodic and so far as humanly possible,

the impartial rating of an employees excellence in matters pertaining to his present job
and to his potentialities for a better job Edwin B. Flippo.

Insurance is a social device where by uncertain risks of individuals may be

combined in a group and thus made more certain small periodic contributions by the
individuals providing a fund out of which those who suffer loses may be reimbursed
Riegel.R and Miller J.S .

Job analysis as the process of studying and collectinginformation relating to the

operations and responsibilities of a specific job Edwing B. Flippo.

Communication is the process of meaningful interaction among human beings

more specially, it is the process by which meaning are perceived and understandingMC
Farland.

4.8 PERIODIC STUDY:-

The period of study is one month.

4.9 LIMITATIONS STUDY:-

Some of the limitations of performance appraisal are:

Time consume
No accurate answer.
Lack of output.
Wrong Judgement.
CHAPTER 5
 DATA
ANALYSIS&INTERP
ERTATION
 TABLE 5.1

1. AGE OF EMPLOYEES

Particulars No. of respondent Percentage

25 35 15 15%
35 45 20 20%
45 55 25 25%
Above 55 40 40%
Total 100 100%

INTERPRETATION:
This table says that 15% of the employees are between the age 25-35, 20% of the
employees are between the age 35 45 and 25% of the employees are between the age
45-55 and 40% of the employees are above the age of 55.
 CHART 5.1

AGE OF EMPLOYEE

15%

40%

20%

25%

25-35 35-45 45-55 Above 55

 TABLE 5.2

2. CLASSIFICATION BASED ON GENDER

Particulars No. of respondent Percentage

Male 55 55%

Female 45 45%

Total 100 100%

INTERPRETATION:
This table shows that 55% of the employees are male and rest 45% of the employees
are female.
 CHART 5.2

CLASSIFICATION BASED ON GENDER

60

50

40

Series1
30

20

10

0
Male Female
 TABLE 5.3

3. INCOME OF EMPLOYEE

Particulars No. of respondent Percentage

5,000-10,000 10 10%
10,000-15,000 15 15%
15,000-20,000 25 25%
20,000-25,000 30 30 %
Above 25,000 20 20 %
Total 100 100%

INTERPRETATION:
This table shows that 10% of the employees income is between 5,000-10,000,
15% of the employees income is between 10,000-15,000, 25% of the employees income
is between 15,000-20,000, 30% of the employees income is between 20,000-25,000 and
20% of the employees income is above 25,000.
 CHART 5.3

INCOME OF EMPLOYEES

35

30
30

25
25

20
20

15 Series1
15

10
10

0
5000-10000 10000-15000 15000-20000 20000-25000 Above 25000
income of employees
 TABLE 5.4

4. QUALIFICATION OF EMPLOYEES

Particulars No. of respondents Percentage

12th 30 30%

Graduate 70 70%

Total 100 100%

INTERPERTATION:
This table shows that 30%of the employees are qualified in 12th, 70% of the
employees are graduate.
 CHART 5.4

QUALIFICATION OF EMPLOYEES

70

60

50

40
70
Series1

30

20
30

10

0
12 th Graduate
Qualification of employee
 TABLE 5.5

5. BASIS OF APPRAISING EMPLOYEES

Particulars No. of respondents Percentage

Annually 40 40%
Monthly 30 30%
Weekly 20 20%
Daily 10 10%
Total 100 100%

INTERPERTATION:
This table shows that 30% of the employees are appraised on a monthly base,10%
daily, 20% weekly and 40% annually.
 CHART 5.5

BASIS OF APPRAISING EMPLOYEES

40

35

30

25

Series1
20

15

10

0
Annually Monthly Weekly Daily
 TABLE 5.6

6. PERFORMANCE APPRAISAL IN METHODOLOGY

Particulars No.of respondents percentage

Yes 25 25%

No 75 75%

Total 100 100%

INTERPRETATION:
This table shows that 25% of the employees say that methodology is useful in
performances appraisal and 75% of employees say that method is not useful in
performance appraisal.
 CHART 5.6

PERFORMANCE APPRAISAL IN METHODOLOGY

80

70

60

50

40
Series1

30

20

10

0
Yes No
 TABLE 5.7

5.7. Method of performance appraisal used in the organization.

Particulars No. of respondents Percentage

Many by objects 25 25%
Cost accounting 30 30%
360. appraisal system 30 30%
Others 15 15%
Total 100 100%

INTERPERTATION:-

This table shows that 30% of the employee method isapprised in cost accounting,
360.of appraisal system, 25% of many by objects and 15% of others.
 CHART 5.7

Method of performance appraise used in the organization

Others

360 appraisal system

Series1

Cost accounting

Many by objects

0 10 20 30 40 50
 TABLE 5.8

8. Conducting performance appraisal program

Particulars No. of respondent Percentage

Superiors 67 67%
Customer 8 8%
Peers 10 10%
All 15 15%
Total 100 100%

INTERPERTATION:
It is inferred that 67% say that the superiors are responsible for conducting the
performance appraisal, 15% say its by all, 10% say its by peer group and 8% say its by
customers.
 CHART 5.8

Conducting performance appraisal program

45

40

35

30

25

20

15

10

0
 TABLE 5.9

9. Information of performance appraisal.

Particulars No. of respondent Percentage

Always 5 5%
Sometimes 15 15%
Never 65 65%
Partially 15 15%
Total 100 100%

INTERPERTATION:-

This table shows that 65% of employees will not inform while appraisal and 5% in
always, 15% in sometimes and partially in 15%.
 CHART 5.9

Information of performance appraisal

70

60

50

40
Series1

30

20

10

0
Always sometimes Never Partially
 TABLE 5.10

10. Evaluation of factors

Particulars No. of respondents Percentage

Communication Skills 40 40%

Product Knowledge 15 15%

Convencing nature 22 22%
Confidence 23 23%
Total 100 100%

INTERPRETATION:

This table shows that 40% of the employees are evaluated through
communication skills, 15% are through product knowledge, 22% through convencing
nature and 23% through confidence.
 CHART 5.10

Evaluation of factors

Series1

0 20 40 60 80
 TABLE 5.11

11. Rate involved in appraisal of employees

Particulars No. of respondents Percentage

Highly involved 45 45%
Less involved 20 20%
Not involved 10 10%
Partially 25 25%
Total 100 100%

INTERPRETATION:
It is found that, 45% of the employees say that rate are highly involved, 20% of the
employees say that rate are less involved, 25% of the employees say that rate are partially
involved and 10% of the employees say that rate is not involved.
 CHART 5.11

RATE INVOLVED IN APPRAISAL OF EMPLOYEES

50

40

30

20
Series1
10

Highly Series1
involved Less
involved Not involved
Partially
 TABLE 5.12

12. PERFORMANCE APPRAISAL RATER

Particulars No. of respondents Percentage

Excellent 35 35%

Good 45 45%

Neutral 12 12%

Bad 8 8%

Total 100 100%

INTERPERTATION:

It is found that 35% of the employees say that performance appraisal rate are
excellent in organization, 45% of the employees say that performance appraisal rate are
good in organization, 12% of the employees say that performance appraisal rate are
neutral and 8% of the employees say that performance appraisal rate are bad.
 CHART 5.12

PERFORMANCE APPRAISAL RATE

12

35

Excellent
Goood
Neutral
Bad

45
 TABLE 5.13

13. PERFORMANCE APPRAISAL OPINION

Particulars No. of respondents Percentage

Evaluation of employees 30 30%
Promotion of employees 10 10%
Job satisfaction of 20 20%
employees
Motivation 40 40%
Total 100 100%

INTERPERTATION:

It is found that, 30% of the employees say that performance appraisal is used for
evaluation of employees, 10% of the employees say that performance appraisal is used
for promotion of employees, 20% of the employees say that performance appraisal is
used for job satisfaction and 40% of the employees say that performance appraisal is used
for motivation.
 CHART 5.13

PERFORMANCE APPRAISAL OPINION

45
40
40

35
30
30

25
20 Series1
20

15
10
10

0
Evaluation Promotion jod satisfication Motivation
 TABLE 5.14

14. CALCULATION OF EMPLOYEES FEEDBACK

Particulars No. of respondents Percentage

One year 65 65%
Month 25 25%
Week 10 10%
Total 100 100%

INTERPRETATION:

It is found that, 65% of the employees say that feedback is calculated once in a
year, 25% of the employees say that feedback is calculated every month and 10% of the
employees say that feedback is calculated every week.
 CHART 5.14

CALCULATION OF EMPLOYEES FEEDBACK

70

60

50

40
Series1

30

20

10

0
one year month week
 TABLE 5.15

15. SELECTION OF THE BEST PERFORMAER

Particulars No. of respondents Percentage

Counseling 10 10%
Coaching 20 20%
Development 30 30%
Training 40 40%
Total 100 100%

INTERPERTATION:

It is found that, 10% of the employees say that best performer is selected by
counseling, 20% of the employees say that best performer is selected by coaching, 30%
of the employees say that best performer is selected by development and 40% of the
employees say that best performer is selected by training.
 CHART 5.15

SELECTION OF THE BEST PERFORMER

Traning

Development

Series1

Coaching

Counseling

0 10 20 30 40 50
 TABLE 5.16

16. WORK ENVIRONMENT OF THE COMPANY

Particulars No. of respondents Percentage

Excellent 40 40%
Good 35 35%
Neutral 10 10%
Bad 15 15%
Total 100 100%

INTERPERTATION:

It is found that 40% of the employees say that there is excellent working
environment, 35% of the employees say that the environment is good, 10% of the
employees are neutral and 15% of the employees say its bad environment.
 CHART 5.16

WORK ENVIRONEMNT OF THE COMPANY

40 40
35
30

20
10 Series1
10 15

Excellent
Good
Neutral
Bad
 TABLE 5.17

17. TOP OPPORTUNITIES FOR US INCREASE OUR ORGANIZATION

PERFORMANCE

Particulars No. of respondents Percentage

Increase market share 30 30%
Drive customer satisfication 45 45%
Improve processes 25 25%

Total 100 100%

INTERPERTATION:

This table shows that 30% of employees consider the top opportunities for them in
the organization is increase market share, 45% of employees consider the top
opportunities for them in the organization is drive customer satisfication, 40% of
employees considering the top opportunities for them in the organization is improve
processes.
 CHART 5.17

TOP OPPORTUNITIES FOR US INCREASE OUR ORGANIZATION

PERFORMANCE

45

40

35

30

25
Series1
20

15

10

0
Increase market Drive customer Improve processes
share satisfication
 TABLE 5.18

18. EMPLOYEE FEELING OF SUCCESS IN THE ORGANISATION

Particulars No. of respondents Percentage

Salary increment 35 35%
Allowance 20 20%
Promotion 30 30%
Others 15 15%
Total 100 100%

INTERPERTATION:

It is found that, 35% of the employees say that salary increment is the success for
them in the organization, 20% of the employees say allowance, 30% of the employees
say promotion and 15% of the employees say other reasons.
 CHART 5.18

EMPLOYEE FEELING OF SUCCESS IN THE ORGANIZATION

40

30

20

10 Series1

Salary
Allowance
Promotion
Others
 TABLE 5.19

19. CONTRIBUTION OF TEAM WORK

Particulars No. of respondents Percentage

Valuable points 10 10%
Co ordination 15 15%
Decision- making 30 30%
Problem analysis 45 45%
Total 100 100%

INTERPERTATION:

It is found that, 10% of the employees say that the contribution of team work is to
give valuable points, 15% of the employees say co- ordination, 30% of the employees say
decision making and 45% of the employees say problem analysis.
 CHART 5.19

CONTRIBUTION OF TEAM WORK

50
40 45

30 30
20 10 15
10
0
Series1
 TABLE 5.20

20. INCREMENT OF SALARY GRANTED TO EMPLOYEES

Particulars No. of respondent Percentage

Overtime 30 30%
Length of service 30 30%
General 35 35%
Cost of living 5 5%
Total 100 100%

INTERPERTATION:

It is found that, 30% of the employees say that increment is granted based on
overtime, 30% of the employees say length of service, 35% of employees say general and
5% of employees say cost of living.
 CHART 5.20

INCREAMENT OF SALARY GRANTED TO EMPLOYEES

5
30

35

30

Overtime length of service General Cost of living

 TABLE 5.21

21. INTRODUCTORY PERIOD OF NEW EMPLOYEE

Particulars No. of respondent Percentage

30 days 55 55%
60 days 25 25%
90 days 10 10%
None 10 10%
Total 100 100%

INTERPERTATION:

It is found that 55% of the employees say that it takes 30 days for involvement of
new employees, 25% of the employees say it takes 60 days for involvement of new
employees, 10% of the employees say it take 90 days for the involvement of new
employees and 10% of the employees say that there is no involvement of new employees.
 CHART 5.21

INTRODUCTORY PERIOD OF NEW EMPLOYEE

None

90
days

Series1
60
days

30
days

0 10 20 30 40 50 60
 TABLE 5.22

22. BIGGEST ACHIEVEMENT IN THE PERIOD OF TIME

Particulars No. of respondents Percentage

Promotion 45 45%
Increment 40 40%
Others 15 15%
Total 100 100%

INTERPERTATION:

It is found that, 45% of the employees say that the biggest achievement in the
organization is getting promotion, 40% of the employees say increment and 15% of the
employees say others.
 CHART 5.22

BIGGEST ACHIEVEMENT IN THE PERIOD OF TIME

50

45

40

35

30

25

20

15

10

0
increment other promotion
 TABLE 5.23

23. PERFORMANCE APPRAISAL SYSTEM IN AN ORGANISATION

Particulars No. of respondent Percentage

Retention of employees 8 8%
Recruitment system 12 12%
Organizational culture 35 35%
Motivation 45 45%
Total 100 100%

INTERPERTATION:

It is found that 8% of the employees say that they use performance appraisal for
retention of employees, 12% of the employees say that they use performance appraisal
for recruitment system, 35% of the employees say that they use performance appraisal for
organizational culture and 45% of the employees say that they use performance appraisal
for motivation.
 CHART 5.23

PERFORMANCE APPRAISAL SYSTEM IN AN ORGANIZATION

45

40

35

30

25

20

15

10

0
Retention of Recruitment Organixation Motivation
employees system culture
 TABLE 5.24

24. 360. APPRAISAL UNDERTAKEN IN ORGANIZATION

Particular No. of respondent Percentage

Recently 5 5%
More one year 25 25%
Less than one year 40 40%
He inception of 360 process 30 30%
Total 100 100%

INTERPERTATION:

It is found that, 5% of the employees say that they used 360 degree appraisal
recently, 25% of the employees say that they use 360 degree appraisal more than one
year, 40% of the employees say that they use 360 degree appraisal less than one year and
30% of the employees say that they use 360 degree appraisal when inception occur.
 CHART 5.24

360. APRRAISAL UNDERTAKEN IN THE ORGANIZATION

5
30
25

40

Recently More one year Less than one year He inception of 360 process
TEST OF HYPOTHESIS:

TOOLS AND TECHINIQUES

a) Performance appraisal rate.

b) Work environment of the company.

Particular Excellent Good Neutral Bad Total

Appraisal rate 35 45 12 8 100
Work 40 35 10 15 100
environment of
the company
Total 75 80 22 23 200

EXPECTED FREQUENCY TABLE:

Row total * Column total

Expected = ________________________

Grand total

Expectation = (row) (column) / sample size

T= TOTAL

E= T* A/ C

E1= 75*100/200 = 37.5

E2 = 80*100/200 = 40.0
E3 = 22*100/200 = 11.0
E4 = 23*100/200 = 11.5

E = T* B/ C

E1 = 75*100/200 = 37.5
E2 = 80*100/200 = 40.0
E3 = 22*100/200 = 11.0
E4 = 23*100/200 = 11.5
CHI- SQUARE TEST:

X2= ((O-E)2/ E)

O = Observed frequency

E = Expected frequency

NULL HYPOTHESIS H0:

There is no association between the classification based on year of service and the
classification based level of satisfaction.

ALTERNATIVE HYPOTHESIS H1:

There is association between the classification based on year of service and the
classification based level of satisfaction.
X2 = ((O-E)2/ E)

O E (O-E) (O-E)2 (O-E)2 / E

35 37.5 -2.5 6.25 0.16
45 40.0 5.0 2.5 0.06
12 11.0 1.0 1.0 0.09
8 11.5 -3.5 12.25 1.07
40 37.5 2.5 6.25 0.16
35 40.0 -5.0 25.0 0.63
10 11.0 -1.0 1.0 0.09
15 11.5 3.5 12.25 1.07
Total 3.33

CHI- SQUARE TEST

EXPECTED FREQUENCY

Calculator value = 3.33

Degree of freedom = (r-1) (c-1)

= (2-1) (4-1)

= (1) (3)

=3

DF= 3

Tabulated value = 7.82

TV > CV

7.82 > 3.33

H1 is accepted

It is found that performance appraisal rate watcher with working environmental of the
company.
CHAPTER 6
SUMMARY OF
FINDINGs AND
SUGGESTIONs
 CHAPTER 6

FINDINGS

40% of the respondents are above 40 years of age.

55% of respondents are male employees in United India Insurance.

30% of the employees are earning high salary in United India Insurance.

It is found that 40% of the employees say that they are appraised annually.

75% of respondents say that the methodology in performance appraisal.

It is found that 35% of the performance appraisal is through evaluation of employees.

40% of the employees say that best performers are selected through training.

40% of the employees say that the work environment of the company is neutral.

45% of the employees say that the opportunities for them in the organization drive
customer satisfaction.

35% of the employees say that salary increment is the success for them in the
organization.

45% of the employees say that the contribution of the team work is to give problem
analysis.

35% of the employees say that increment is granted, based on general.

40% of the employees say that employees are appraised on monthly basis.

45% of the employees say that performance appraisal is calculated based on 360
appraisals.

67% of the employees say that superior is responsible for conducting the performance
appraisal program.

65% of the employees say that employees will not be informed about the performance
appraisal.
 SUGGESTIONS

Respondents are saying that the opinion in performance appraisal in evaluation of

employees.

Employees are saying that performance appraisal develops and polished the skill.

Employees are saying that there is improvement after the performance appraisal.

Some of the respondents disagree that performance appraisal helps to set goals and to
explores their talents.

It is suggested that maximum employees feedback that their opinion on performance

appraisal method are recognized and adapted.

It is suggested that the company must provide job opportunities to every employees that
only employees that only employees will work effectively.

40% of respondent are developing the skill so rest of 60% of workers must develop the
skills and knowledge.
 CONCLUSION

Human resource department is interrelated to the entire department. Performance

Appraisal is an important factors deal by the human resource department. Thus, they used
to rate the employees using 360 degree appraisal.

Performance Appraisal and employee promotion policy being a core theme of the study,
have been covered in detail. There appears to be certain shortcomings in the existing
performance appraisal and employee promotion policy of the selected United India
Insurance Companies.

The study also presents a model, revealing the performance of the United India Insurance
Companies and showcasing their speed of involvement resulting into high.

Thus, the study shows that it found that the overall level of performance Appraisal of the
employees is satisfied.
BIBLIOGRAPHY
 BIBLIOGRAPHY

BOOKS REFERED:

HUMAN RESOURCE MANAGEMENT: C.B.GUPTA

BUSINESS STATISTICS: P.R. VITTAL

WEBSITE REFERED:

www.reference.com

www.performance appraisal.com

www.wikipedia.org
ANNEXURE
 QUESTIONNAIRE

1. NAME:

2. Age
a) 20-30
b) 30-40
c) 40-50
d) 50-60

3. Gender

a) Male
b) female

4. Income

a) 5,000- 10,000
b) 10,000- 15,000
c) 20,000- 25,000
d) Above 25,000

5. Qualification

a) 12th
b) Graduate
6. How often you appraise your employees?

a) Annually
b) Monthly
c) Weekly
d) Daily

7. Do you find the performance appraisal methodology adopted is useful?

a) Yes
b) No

8. Which performance appraisal method do you use in organization?

a) Many by objects
b) Cost accounting
c) 360.Appraisal system
d) Others

9. Who responsible for conducting performance appraisal program?

a) Superior
b) Customer
c) Peers
d) All

10. Do you inform your employee while performance appraisal programme?

a) Always
b) Sometimes
c) Never
d) Partially

11. Are the performance appraisal of the employees is conducted by considering and evaluating
which of the following factor

a) Communication skills
b) Product knowledge
c) Convincing nature
d) Confidence

12. Are the raters involved while appraising employees?

a) Highly involved
b) Less involved
c) Not involved
d) Partially
13. How to set a rate in performance appraisal?

a) Excellent
b) Good
c) Better
d) Bad

14. In your opinion performance appraisal is

a) Evaluation of employees
b) Promotion of employees
c) Job satisfaction of employees
d) Motivation.

15. How often you calculate employees feedback?

a) One year
b) Month
c) Week

16. How you select the best performer?

a) Counseling
b) Coaching
c) Development
d) Training

17. How do you find the working environment of company?

a) Excellent
b) Good
c) Neutral
d) Bad

18. What do you see as the top opportunities for us to increase our organization performance?

a) Increase market share

b) Drive customer satisfaction
c) Improve processes

19. What do you feel your greatest win/success has been over the past 6 months?

a) Salary increment
b) Allowance
c) Promotion
d) Others
20. What have been you contribution in the team work or the total goal?

a) Valuable points
b) Co- ordination
c) Decision-making
d) Problem analysis

21. What type of salary increases are granted to employees?

a) Overtime
b) Length of service
c) General
d) Cost of living

22. In your opinion performance appraisal system of your organization is related to which of the
following?

a) Retention of employees
b) Recruitment system
c) Organizational culture
d) Motivation

23. What is your biggest achievement in the period of time?

a) Promotion
b) Increment
c) Others

24. What is your normal introductory period for new employees?

a) 30 days
b) 60 days
c) 90 days
d) None

25. Is 360.Degree appraisal process undertaken in the organization

a) Recently
b) More than one year
c) Less than one year
d) His inception of 360.process