A project report on recruitment and

performance appraisal at air india ltd.

CONTENTS
Acknowledgement

 Preface
Executive summary
Mission statement of Air India
Chapter- 1: introduction of Air India
History ,infrastructure and network
Salient features
Corporate objectives
Problems of Air India and future challenges
Designation and grades in Air India
S.W.OT. analysis
Chapter 2 : objectives and methodology
Significance and managerial usefulness of study
Objectives and methodology
Scope
Chapter 3 : conceptual analysis
Chapter 4 : questionnaire and data analysis
Chapter 5 : findings and recommendations
Bibliography

ACKNOWLEDGEMENT

I would like to thank and owe my gratitude to AIR INDIA to allow me

to undergo an internship program, for a period of 2 months, assigned by
my institute. For giving me an opportunity to work on this project titled,
RECRUITMENT

AND

PERFORMANCE

APPRAISAL

(TRAINEE DEVELOPMENT) and for her assistance and suggestion,

which resulted in successful completion of this project.

I want to thanks those people to whom whenever I approached for help

they have given me their valuable time.
Any shortcomings in the work are attributable solely to my
inadequacies.
However my most sincere thanks and regards are due to all the
employees of the personnel department who provided me all the
essentials information and assistance that I needed throughout the period
of my internship.

PREFACE

The recruitment and promotion rules of air India were framed in

exercise of the power conferred by rule and trend with 8 to 15 air
india ( flying crew ) service rule air India ( aircraft engg. Deptt. )
sse4rvice rule and the air India employees other than flying crew
and aircraft engg deptt service rules. The air corporation act. 1953
has been repeated by air corporation (transfer of undertaking and
repeal ) act, 1994 and air India become public ltd. Company.
Over the years, recruitment and promotion rules have been
amended from time to time. These studies contain the recruitment
and promotion rules in corporating such amendment. Consequent
to the reorganization of various departments, the designations have
undergone change. The mode of filling up of vacancies have also
undergone with various unions.
Administrative instructions have been issued regarding as
recruitment and promotional rules from time to time.
Mode of appointment, size of panels, validity of panels, zone of
consideration, distribution of marks, provision of outstanding, the
bar considered for higher post, intimation regarding interview, etc.

EXECUTIVE SUMMARY

National aviation company of India limited (NACIL) Was incorporated

on march 30 2007 under the scheme of amalgamation of air India
limited and Indian Airlines limited .
My summer training at NACIL has been a period of great experience
and learning. It helped me gain an insight into the functioning of the
personnel department .
My study had special emphasis on understanding the scope of
procurement department, RTI department, grievance cell, welfare
department at NACIL.
I also had a chance to do a live project on the satisfaction of the
employees with the recruitment & training programs and performance
appraisal methods adopted by them.
An attempt was also made to highlight the IR related issues faced by the
employees in the post merger scenario.
The experience of the study will definitely help me in future endeavors.

MISSION STATEMENT OF AIR INDIA

TO BECOME A WORLD CLASS AIRLINE

AND
TO PROVIDE THE FINEST SERVICE IN THE
OPERATIONS

HUMAN RESOURCE
The company has been following Governments directives with regard to
representation of scheduled castes/tribes.
As on march 31st 2001, the strength of staff was 21173 of which 1176
were scheduled tribes.

MARKETING
The company strives to improve its product on an ongoing basis and
constantly endeavors to adopt aggressive marketing strategies and
innovating pricing policies to achieve a better market and improvement
in revenue realization.
Jet airways hold an edge over AIR INDIA as far as in-flight services are
concerned due to superior quality of services.
Price is no longer a DIFFERENTIATING factor as it is seen that yclass fares of jet airways and Air India are same but jet airways charges
a slightly higher fare.

SECURITY PROCEDURES

To ensure the security of aircraft and passengers, security regulations

have been made stringent than before.
Some of the security procedures are listed below:

Your ticket is checked at the time of entering at terminal building.

At major airports, the baggage is passed through x-ray machines
Persons are checked through hand-held metal detectors
In case of red alert, a secondary security check is also carried out
Checked baggage is to be personally identified by the passengers
before it is loaded on the aircraft.

AIRPORT MANAGEMENT
The airport authority of India manages most of the airports.
Air India pays various charges like landing ,parking and route navigation
fee etc. to the airport controlling agencies for using the airport.

WELFARE ACTIVITIES
The company provides various welfare activities to its employees such
as medical facilities, subsidized canteens, educational scholarships,
festival schemes etc.

USE OF HINDI
The main motive of the company is to promote Hindi as the official
language in order to fulfill its overall objectives and is continuing its
efforts in accordance with official implementation programs.

Chapter 1
Introduction
Company profile

COMPANY PROFILE

National Aviation Company of India Limited

The National Aviation Company of India Limited (NACIL) was
incorporated under the Companies Act 1956 on 30 March 2007 and is
owned by the Government of India based at the Air India Building in
Nariman Point, Mumbai. The Company was created to facilitate the
merger of the two main state-owned airlines in India: Air India, with its
subsidiary Air-India Express and Indian Airlines, together with its
subsidiary Alliance Air.
Whilst the merger and integration process has started, and a few routes
have been rationalised, a lot remains to be done before the various units
start functioning as a cohesive airline.
The current structure is:
National Aviation Company of India Limited
o Air India
Air-India Express
Air India Cargo
o Indian Airlines
Air India Regional (formerly Alliance Air)
Upon completion of the merger, there will be one primary airline, Air
India, with two subsidiary carriers providing regional and low-cost,
point-to-point services and a third subsidiary for cargo operations:
Air India
o Air India Express

o Air India Regional

o Air India Cargo
Type

Government-owned
Airlines & Aviation

Industry

Airline Catering &

Foodservice
Hotels & Hospitality

Founded

30 March 2007

Air
India
Building,
Headquarters Nariman Point, Mumbai,
India
Key people

Arvind Jadhav, Chairman

& Managing Director
Airline

Products

Ground
Services

Handling

Hotels
Services

Revenue

Rs

15257.47 Crores
($3.31
billion)
(2007-08)

Net income

Employees

Rs

1619.12 Crores
($351.98
million)
(07-08)

32,000 (2009)
Hotel Corporation of
India Limited
Air
India
Air
Transport Services
Limited

Subsidiaries

Air
India
Engineering
Services Limited
Air India Charters
Limited
IAL Airport Services
Limited
Airline
Allied
Services Limited

Website

www.airindia.in

Founder Air India

J.R.D.TATA

Air India is India's national flag carrier. Although

air transport was born in India on February 18, 1911 when Henri Piquet,
flying a Humber bi-plane, carried mail from Allahabad to Naini
Junction, some six miles away, the scheduled services in India, in the
real sense, began on October 15, 1932. It was on this day that J.R.D.
Tata, the father of Civil Aviation in India and founder of Air India, took

off from Drigh Road Airport, Karachi, in a tiny, light single-engined de

Havilland Puss Moth on his flight to Mumbai (then known as Bombay)
via Ahmedabad.
He landed with his precious load of mail on a grass strip at Juhu. At
Mumbai, Neville Vintcent, a former RAF pilot who had come to India
from Britain three years earlier on a barn-storming tour, during which he
had surveyed a number of possible air routes, took over from J.R.D.Tata
and flew the Puss Moth to Chennai (then Madras) via Bellary .

Products
Fleet position
Aircraft

number of aircraft

seats

(As on 31.03.2004)
Airbus A-300

04

Airbus A-320

41

Boeing 737

11**

Dornier

Total

59

33+215
20+125
119

*
Including two A-300 B4 on lease and two aircraft VTEWD and VT-ELW withdraw from services for disposal.
*
One aircraft (VT-EGD) crashed at Patna on 31st
march 2004.

MAJOR PROBLEMS AHEAD OF AIR INDIA

Despite announcing walk-in interviews and fresh tie-ups with ground
handling agencies, the chaos of Air India entered into its 15th day and
likely to continue in coming days. The problem for Air India started
from October 31,2010 when they decided to shift arrival of 11 of its
domestic to the newly built Terminal 3.
The limited airline staff had to manage five terminals: domestic arrival
and departure at Terminal 1, international arrival and departure at T3 and
domestic arrival at T3. The staff was staggered leading to shortage of
hands.
Unmindful of the staff shortage problem, Air India also went ahead and
started 15 non-stop flights for international destination from eight cities.
From 486 flights in a week from Delhi, Air India has gone up to 770
flights a week.
The flights were increased as we wanted to make Delhi our hub. Now
since there is staff shortage, we have taken interviews of experienced
crew so they can be immediately pressed into service after

hiring. Till then the problem

will remain, an Air India official said.
In the last 15 days, Air India has operated nearly 1,500 flights from
Delhi, of which over 1,000 failed to take off or land on
time. The shortage of ground staff led to chaos as passengers found it
difficult to trace their baggage.
Air India SATS used to handle ground operation for us. Once we
announced new flights, the company started facing staff shortage and
failed to recruit more staff.

OTHER AREAS OF PROBLEM ARE:

Despite the company earned net profits from 1997 to
2000,but now it is operating in heavy losses.
After hijack in December 1999, there is a slowdown in the
volume of passengers.
The government of India has announced the disinvest of the
shares of the company
AIR INDIA was forced to maintain network throughout the
country, out of which 70% of the routes were loss making.
After the merger of Vayudhoot with Air India, it had to bear
its losses, while absorbing 1000 of its employees.
The frequent strikes of Air India employees have resulted in
heavy losses.

Organization Chart of Air India Limited

SWOT ANALYSIS
For a country of continental size like India, a strong reliable and
efficient civil aviation sector goes a long way in promoting and

sustaining tourism. Air India being the undoubted leader in this industry
cannot operate in a vacuum.
It needs to keep its eyes and ears open to survive in the liberalized
economy of our country, which has paved a way for any private airlines
to operate along with it.
The internal and external environment contained various strengths,
weakness, opportunities and threats which need to be identified well in
advance to take care of various situations that arise out of them.

STRENGTHS
The major strength of Air India is its vast infrastructure build over last
four decades.

VAST COMPUTERISED NETWORK

LARGEST NETWORK
NET PROFITS AFTER A GAP OF 7 YEARS
CREATION OF PROFIT CENTERS

WEAKNESSES
LACK OF PERSONALISED AND CUSTIMER FRIENDLY
SERVICES
OVERSTAFFING IN PREVIOUS YEARS
UNDER UTILISATION OF HUMAN RESOURCES
STRINGENT RULES
PROPOSED DISINVESTMENT

OPPORTUNITIES
GROWTH OF AVIATION INDUSTRY-The recession in
the west, the gulf war and Surat outbreak war, all these

slowed tourist growth and consequently affected the airlines

revenue.
Aviation industry is growing at the rate of 10% per annum.
There is no doubt a good sign and Air India must exploit it.
CLOSING DOWN OF VARIOUS PRIVATE AIRLINESPrivate airlines started operation with great zeal and
enthusiasm after the revival of open sky policy but only
after few years we are seeing a slowdown. Air India should
take it as an opportunity and try to fill this space by
expanding its market share.
CLEARENCE BY THE GOVERNMENT TO OPERATE
ON INTERNATIONAL ROUTES-Earlier Air India was
not allowed to operate on international sectors.
With the liberalization of Indian economy, Government of
India gave Air India a great signal to operate on long routes.
This is a massive opportunity for Air India.

THREATS
COMPETITION ITSELF
INSTABILITY IN THE POLITICS OF INDIA

CHAPTER 2
OBJECTIVES
AND
METHODOLOGY

RESEARCH METHODOLOGY OF THE

STUDY

Research is composed of two syllables, a prefix re and a verb search? Re

means again, anew over again. Search means to examine closely and
carefully. The two words form a noun to describe a careful and systematic
study in some field of knowledge, undertaken to establish facts. Thus
research may be defined as a search for knowledge or as any
systematic investigation with an open mind, to establish novel facts.
In this project we have use Primary data. The Primary data has been
collected from various sources like Air India website, investigation,
through questionnaires etc.
Secondary data: - Secondary data is data that has been collected by
others for another purpose. It is important to us because it can save
considerable time and efforts in solving the research problem at
hand.
1.) Secondary data is economy. As data are already available at low
cost.
2.) It can be obtained quickly.
Primary data: - It is the fresh type of data under which the
data is collected by the researcher own it is used for a specific
purpose. It is more time consuming but more accurate and
reliable. Information that is obtained directly from first-hand
sources by means of surveys, observation or experimentation or

the information collected specifically for the purpose of the

investigation at hand is known as primary data.
We gave customers to fill up the response sheets.

Research methodology is the procedures used in making systematic

observation or otherwise obtaining data, evidence or information as part
of a research project or study. It is the market way of collecting data
under the research methodology sample size, which data is used all such
considered. But my

There are two source of data collection

Primary data

Secondary data

RESEARCH APPROACH
This research follows the inferential quantitative
approach. The questionnaires circulated to collect the
relevant information have been analyzed on the basis of

rating given to each question and then, aggregate of

rating of all questions of a group has been taken to find
out percentage of each response to that group.

SAMPLING
For the purpose of conducting the survey, Stratified plan was deemed
optimum. A sample size of 50 was decided upon in agreement with the
industry guide. The sampling was done as below:
Category

Population (Regional

Sample Size(50)

(II) 3/6-9 Grade

(III) 9A-18 Grade

Office)
1500 approx
700 approx

25
25

The survey covered 4 departments viz. Personnel, Commercial, Finance

and Material Management. The population was divided into 2 strata acc
to their grades in the organization:

Category II- 3/6-9 Grade and

Category III- 9A-18 Grade

Questionnaire and data collection

Research Instrument- Questionnaire
No. of questions- 18
Primary data is collected Directly from the staff of different
profile with questionnaire
Secondary data used in the study collected from the companies
document records, further from the in- depth interviews with
employees.

OBJECTIVES
For the two months internship tenure, NACIL allowed me to study the
functions and processes of the Personnel Department of the PSU; the
project objective is to study training needs of Air India limited. The

project will broaden the knowledge about effectiveness of training

programs in Air India limited.
Our major objective is to see the- what procedures they are used
for recruitment of employees in their department (say technical or
non-technical, internal or external recruitment).
To study the awareness and satisfaction level among employees.
The procedure used by the company at the death of the employee
during service provides appointment to his spouse is they satisfied
with these rules and regulation.
Study the major functions and processes of the Personnel
Department. This could serve as a manual to introduce the
workings of the Personnel Department to the Management
Trainees etc.
To study training needs of Air India limited. The project will
broaden the knowledge about effectiveness of training programs in
Air India limited. Through this project it has estimated that how
effective are training programs in NACIL (I). After analyzing the
training programs, the shortcomings in the training programs have
found out and corrective measures have been suggested to improve
upon those shortcomings.
To find out the present recruitment and selection policies, if any
provide appropriate recommendation.

Managerial Usefulness of the study

The main study is to find out the strategies for

recruitment efficiency, which will definitely help

the management in designing the recruitment

policies.
The study will provide the management the
required information about recruiting right
person at right place.

SCOPE
For the purpose of this study, the training needs of the following
departments were undertaken

1.
2.
3.
4.

Personnel Department
Commercial Department
Material and Management Department
Finance Department
For the purpose of this study, the scope was limited to the
personal department of the northern regional office.
The population universe for the awareness survey was
limited to the primarily 4 department based in the vicinity
personnel, commercial, operations and finance. Due to easy
accessibility and entrance allowed in these departments.
The study helps us to know the Human Resource Policies.
This study also helps us to learn work culture in an
organization.

RESEARCH METHODOLOGY OF THE

STUDY

Research methods which are adopted are as follows: Identifying the marketing problem

 Developing Marketing Research plan

Designing Marketing Research plan
Designing marketing research strategy
Collection of Data
Analysis of Collected Data
Preparation of Research Report

RESEARCH DESIGN
Research design or model indicates a plan of action to be carried out in
connection with a proposed research work. It provides only a guideline for the
researcher to enable him to keep track of his actions and to know that he is
moving in the right direction in order to achieve his goal. The design may be
specific presentation of the various steps in the process of research.

The type of research design adopted is Descriptive Research. The research

objectives in this type of research are generally describing the characteristics
of consumer segment, via, demographic, socio-economic, geographic,
psychographic and benefits sought. Descriptive studies can also portray buyer
perceptions of brands; audience profiles for media types, via, TV, radio,
newspaper, journals and magazines, etc. they can also portray buying power
of consumers, availability of distributors, product consumption patterns, price
sensitivity of consumers, market share, etc.
Descriptive research often makes use of survey research design which consists
of a cross-sectional research design that is, collecting data on few factors from
a number of cases at one point of time. This is the most popular type of
research design and is useful in describing the characteristics of consumers
and determining the frequency of marketing phenomenon. Consumer research
design adopted is quantitative.

CHAPTER 3
CONCEPTUAL ANALYSIS

AN OVERVIEW
The main focus of our project report is to find out:
The training patterns that are being employed in Air India
The sources of recruitment that are being searched for hiring
employees
Are the employees happy with training techniques
The performance appraisal patterns employed in Air India

 Are the employees getting motivated with these performance

appraisal methods
Amount of harmony in the organization
Psyche of employees working in the organization
To give suggestions on the bases of the study

Organization structures of Nacil

Northern region
Southern region
region
East region

Western

REGIONAL DIRECTOR

General Manager
General Manager

General Manager

(Personnel)
(Commercial)

(Finance)
(Medical)

General Manager

Organizational structure of the personnel department of

the Nacil (Northern Region)

Q1-What is recruitment?
Ans- Recruitments are an important part of a business
human resource planning. In all business, people are vital
resources and they need to be managed as such. The

overall aim of the recruitment and selection process is to

be obtaining the number and quality of employees that
are required in order for the business to achieve
objectives.
The Recruitment policy is concerned with quantity and
quality of manpower, it establish broad guidelines for
Staffing process..DALE YODER

Recruitment is a process of searching for perspective

employee and stimulating them to apply for
jobs..FLIPPO

Q2- What is internal recruitment?

Ans- This refers to the felling of job vacancies from within
the businesses employees are selected rather than
employing some one from outside. A business might
decide that it already has the right people with the right
skill to do the job, particularly if its training and
development programmes have been effective.

Q3- How it is done?

Ans- Internal vacancies are usually advertised with in the business via
a variety of media:
1. Staff notice board
2. Internets
3. In house magazines/news letter
4. Staff meetings
Q3-Advantages of recruitment?
Ans- 1. Gives existing employees greater opportunity to advance their
carriers in their business.
2. May help to retains staff that might otherwise leave.
3. Require a short induction training period.
4. Employer should know more about the internal candidates

There are three main stages in recruitment.

Identify and define the
requirements

Attract potential employees

Select employees

Identify and define the requirements. This

involves the preparation of job description, job
specification and person specification.
Attract potential employees. There are various
methods for doing this which are described in a
separate revision note.
Select employee. The appropriate people from the
job applications it is important to appreciate that
recruitment is staff departures(e.g. Retirements,
sacking, resignation)
Changes in business requirements (e.g.
new product)
Changes in business location relocation
often trigger the need for substantial
recruitments.
Promotions, Recruitments is becoming
more and more important in business.
In particularly, this reflects the
increasing need for a well motivated

and flexible work that requires less

management supervision.

Q3- What is external Recruitment?

Ans-This refers to the feeling of job vacancies from
at side the business. Most business engages in
external recruitment fairly frequently, particularly
those that are growing strongly or that operates in
industries with staff turnover.
Q4-How is it done?
Ans-There are several ways of looking for staff
outside the business:
Employment/Recruitment agencies: - These
businesses specialize in recruitment for specific
sectors (e.g. finance, travel, secretarial). They
usually provide a shortlist of candidate based on
the people registered with the agency.
They also supply temporary or
interim employees. The main advantages with
using the agencies are the specialist skill they
bring and the agencies are the specialist skill
they bring and the speed with which they
normally provide candidate. They also reduced
the administrative burden of recruitment. The
cost is the high agency fees charged often up to
30% of the first year of any one employed.

Recruitment consultancies:-Up market

Recruitment agent who provide a more
specialized approach to the recruitment of key
employees and senior management. They tend
to approach individual with a good reputation
rather than
Rely on long list of registered applicants often
using privileged industry contact to drawn up a
sort list. The cost of using a head hunter or
recruitment consultant is high.

Disadvantages of internal recruitments:-

 Limits the number of potential for a job.

External candidate might be better
suited/qualified for the job.
Another vacancy will be created that has
to be filled.
Existing staff may feel they have the
automated right to be promoted,
whether or not they are competent.

Basic

step of employees
recruitment: Complete application packages must be
submitted prior to the advertised closing
date and time to be considered
otherwise they will be excluded from
consideration. Acknowledgement is sent
to all applicants within a week of closing
date of the application-filling period. This
will be the only notification for candidate
not moving forward to the
testing/interview phase of the
recruitment.
If a position a part of union bargaining
unit, internal applicant who meets
minimum requirements will be
interviewed first. External application
will be screened to ensure they meet the

requirements for applicable position. The

most qualified will be invited to
participate in the interview phase of the
recruitment. Notification of the time and
location of a test and interview will occur
three to seven working days in advance
by the phone, e-mail or regular mail.
Reference check will be conducted after
the testing and interviewing for the final
candidates.
When the candidate is recommended for
selection, approval from management
must be obtained before a job offer is
made.
Background/security checks and
approvals from management must be
obtained before a job offer is made.
Candidate that participate in the
testing/interview phase that are not
selected are notified upon the conclusion
of the recruitment.

Advantages of external recruitment: These are mainly the opposite the disadvantages of
internal recruitment. The main one being that a wider
audience can be reached which increases the chance that
the business will be able to recruit the skills it need.

 Promotion to selection grade will be on the basis of

rigorous selection on merit from amongst the employees
in grades or interlink grades below the grades concerned
and shall be limited to the number of posts declared as
such on the cadres according to the sectioned strength
from time to time.
All cases of difference of opinion between the competent
authority empowered to make appointments to the
Promotion Boards shall be referred to the next higher
authority is a sitting member of Promotion Board in
which case the recommendation of the Promotion board
shall be final.

Compensation based Recruitments: At the death of the employee during service, the
provision to provide appointment to his
spouse/children under the rules and regulations of
the company. A certain procedure is followed to
appoint the candidate as such circumstances.
APA Rating for employee in grade 3/9 being
considered under 30% selection vacancies. The
value of APA marks are as followed: Outstanding APA = 10 marks/year
Very Good APA = 08 marks/year
Good APA = 06 marks/year
Average APA = 10 marks/year
Poor APA = 00 marks/year

WHAT IS PERFORMANCE APPRAISAL?

Performance Appraisal is defined as the process of assessing the
performance and progress of an employee or a group of employees on a
given job and his / their potential for future development. It consists of
all formal procedures used in working organizations and potential of
employees. According to Flippo, Performance Appraisal is the
systematic, periodic and an important rating of an employees excellence
in matters pertaining to his present job and potential for a better job.

CHARACTERISTICS
1.

Performance Appraisal is a process.

2.

It is the systematic examination of the strengths and weakness of

an employee in terms of his job.

3.

It is scientific and objective study. Formal procedures are used in

the study.

4.

It is an ongoing and continuous process wherein the evaluations

are arranged periodically according to a definite plan.

5.

The main purpose of Performance Appraisal is to secure

information necessary for making objective and correct decision
an employee.

PROCESS
The process of performance appraisal:
1.

Establishing performance standards

2.

Communicating the Standards

3. Measuring Performance
4. Comparing the actual with the standards
5. Discussing the appraisal
6.Taking Corrective Action

LIMITATIONS
1.

Errors in Rating

2.

Lack of reliability

3.

Negative approach

4.

Multiple objectives

5. Lack of knowledge

METHODS OF PERFORMANCE APPRAISAL

The foregoing list of major program pitfalls represents a formidable
challenge, even considering the available battery of appraisal techniques.
But attempting to avoid these pitfalls by doing away with appraisals
themselves is like trying to solve the problems of life by committing
suicide. The more logical task is to identify those appraisal practices that
are (a) most likely to achieve a particular objective and (b) least
vulnerable to the obstacles already discussed.

Before relating the specific techniques to the goals of performance

appraisal stated at the outset of the article, I shall briefly review each,
taking them more or less in an order of increasing complexity.
The best-known techniques will be treated most briefly.

ESSAY APPRAISAL
In its simplest form, this technique asks the rater to write a paragraph or
more covering an individual's strengths, weaknesses, potential, and so
on.

In

most

selection

situations,

particularly

those

involving

professional, sales, or managerial positions, essay appraisals from

former employers, teachers, or associates carry significant weight.
.

GRAPHIC RATING SCALE

This technique may not yield the depth of an essay appraisal, but it is
more consistent and reliable. Typically, a graphic scale assesses a person
on the quality and quantity of his work (is he outstanding, above
average, average, or unsatisfactory?) and on a variety of other factors
that vary with the job but usually include personal traits like reliability

and cooperation. It may also include specific performance items like oral
and written communication.

FIELD REVIEW
The field review is one of several techniques for doing this. A member
of the personnel or central administrative staff meets with small groups
of raters from each supervisory unit and goes over each employee's
rating with them to (a) identify areas of inter-rater disagreement, (b) help
the group arrive at a consensus, and (c) determine that each rater
conceives the standards similarly. .

FORCED-CHOICE RATING
Like the field review, this technique was developed to reduce bias and
establish objective standards of comparison between individuals, but it
does not involve the intervention of a third party.

MANAGEMENT BY OBJECTIVES
To avoid, or to deal with, the feeling that they are being judged by
unfairly high standards, employees in some organizations are being
asked to set - or help set - their own performance goals. Within the past

five or six years, MBO has become something of a fad and is so familiar
to most managers that I will not dwell on it here.

RANKING METHODS
For comparative purposes, particularly when it is necessary to compare
people who work for different supervisors, individual statements,
ratings, or appraisal forms are not particularly useful. Instead, it is
necessary to recognize that comparisons involve an overall subjective
judgment to which a host of additional facts and impressions must
somehow be added. There is no single form or way to do this.
The best approach appears to be a ranking technique involving pooled
judgment.

ASSESSMENT CENTERS
So far, we have been talking about assessing past performance. What
about the assessment of future performance or potential? In any
placement decision and even more so in promotion decisions, some
prediction of future performance is necessary. How can this kind of
prediction be made most validly and most fairly?

360 DEGREE FEEDBACK

Many firms have expanded the idea of upward feedback into what the
call 360-degree feedback. The feedback is generally used for training
and development, rather than for pay increases.
Most 360 Degree Feedback system contains several common features.
Appropriate parties peers, supervisors, subordinates and customers, for
instance complete survey, questionnaires on an individual. 360 degree
feedback is also known as the multi-rater feedback, whereby ratings are
not given just by the next manager up in the organizational hierarchy,
but also by peers and subordinates. Appropriates customer ratings are
also included, along with the element of self appraisal. Once gathered in,
the assessment from the various quarters are compared with one another
and the results communicated to the manager concerned.
Another technique that is useful for coaching purposes is, of course,
MBO. Like the critical incident method, it focuses on actual behavior
and

actual

results,

which

can

be

discussed

objectively

constructively, with little or no need for a supervisor to "play God."

and

CHAPTER 4
QUESTIONAIRE AND DATA
ANALYSIS

QUESTIONNAIRE

Q.1 Potential candidates in your organization are generated through the following ex

(tick and rank them based on the number and quality of candidates generated also rou
the following sources adopted)
i)
ii)
iii)
iv)
v)
vi)
vii)

Direct consultants
Job portals
Employee referral
Through temporary staffing
Head hurting
Body shopping
Any other sources, please specify

Q.2) Are technical and professional interviews conducted separately in the organizat
i) yes
ii) no

Q.3.a) Do you conduct background checks?

i) yes
ii) no

b) If yes, is it for all levels of employees or only for senior position?c) Is a backgroun
outsourced?

Q.4) Do you bear any expenses of the SC/ST for the final interview? If yes please sp
a) yes
b) no

Q5) Do you also bear the transfer expenses of the outstation candidate( with in India
a) yes
b) no

Q6) If yes, which of the following expenses are covered of the outstation candidate,
a) travel
b) transportation of household goods
c) accommodations
d) all of the above

Q.7) What are the monetary limits for the followingexpenses?

a) travel
b) transportation of household goods
c) accommodations

Q.8) Ideally, how much time does the hiring process take i.e, right from the test/ inte
stage?.............................................................................................................................
.........................................

Q.9) Do you get an employment agreement signed by the freshers? If yes what is the
agreement?.....................................................................................................................
.......................................................................................................................................

Q.10) The durations of the probationary period for a new joinee in your organization
a)6 months
b)1 year
c)2 years
Q.11) the performance appraisal method followed in the organization is
a) balanced scorecard method
b) MBO
c) any other method , please specify
Q12)An individual employee is evaluated on the basis of his/her
a) technical
b) behaviour
c) adaptability in the organization
d) any other , please specify
Q.13) The appraisal is conducted
a)once in 6 months

b)once in a year
Q.14)Is the appraisal feedback communicated to the respective employee?
a)Yes
b)no
Q.15)is the post appraisal feedback viewed seriously to the employee?
a)yes
b)no
Q.16)are the employees satisfied with the appraisal system adopted currently?
a)yes
b)no
Q.17) Are the employees satisfied with the appraisal system adopted currently?
a)yes
b)no

Q.18)how often does your performance assessment match to your expectations?

a)never b)rarely c)sometimes d)often e)everytime

Q.19)according to you how often should the performance review take place?
a)once in a week
b)once in amonth

c)every 3 months
d)every 6 months
e)once in a year

DATA ANALYSIS

DATA ANALYSIS

Ques 1. Potential candidates in your organization are generated th

recruitment sources:
(tick and rank them based on the number and quality of candidates

recruitment
employment
exchanges
newspaper
internal hiring
other sources

Ques 2. Are technical and professional interviews conducted separa

yes
no

Ques 3. A) Do you conduct background checks?

yes
no

B) If yes, is it for all levels of employees or only for senior position?

by the internal staff or is it outsourced?

Ans. Yes background checks are for all levels of employees including
police verification

Ques 4. Do you bear any expenses of the SC/ST for the final intervie
expenses.

1st Qtr
2nd Qtr

Yes, travel expenses are paid.

Ques 5. Do you also bear the transfer expenses of the outstation ca

Transfer Expenses

yes
no

Ques 6. If yes, which of the following expenses are covered of the o

is selected?
Ans. Not applicable

Ques 7. What are the monetary limits for the followingexpenses?

Ans. a) travel
Busfare , second class train fare are provided
b) accommodations
Housing colonies are provided

Ques 8. Ideally, how much time does the hiring process take i.e, rig
to the offer stage?
Ans. Less than a week for test/interviews/offer letter
But otherwise upto a month

Ques 9. Do you get an employment agreement signed by the freshe

agreement?.
Ans. It differs from categoru to category.It is called SERVICE BOND
Ques 10. The durations of the probationary period for a new joinee

Probationary period

6 months
1 year
2 year

Probationary period is generally between 3 to 9 months .

Ques 11. The performance appraisal method followed in the organiz

Appraisal Method

balanced scorecard
method
MBO
any other

Any other include TWO TIER System.

Ques 12. An individual employee is evaluated on the basis of his/he

Ans. Parameters are laid down in the appraisal form covers technic

technical
behaviour
adaptibility
any other

Ques 13. The appraisal is conducted:

Ans:

annually
6 months

Ques 14. Is the appraisal feedback communicated to the respective

Ans. The feedback is only communicated if and only if there is an ad

the appraisal is shown and discussed with the individual.

Ques 15. Is the post appraisal feedback viewed seriously to the emp

yes
no

Ques 16. Are the employees satisfied with appraisal system adopte

yes
no

Ques 17. How often does your performance assessment match to y

Sales

never
rarely
sometimes
often
everytime

Ques 18. According to you how often should the performance review

Sales

once a week
once in a month
every 3 months
every 6 months
annually