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The document is a questionnaire for analyzing employee motivation and job enrichment practices at companies. It contains 25 questions across various categories including technology, work environment, administration facilities, appraisal process, training, and management. The questions are aimed at understanding employees' access to resources, career development opportunities, leadership, and overall satisfaction with company policies and practices.

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0% found this document useful (0 votes)

48 views19 pages

15 Appendix

Uploaded by

karan

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APPENDIX – II

QUESTIONNAIRE

234
Companies selected for analyzing the practices they follow to motivate the
employees & providing job enrichment:

Sr. No. Questions Option 1 Option 2 Option 3

Technology

Is your organization
providing you with latest
1 configuration of Yes No Not Sure
Laptops/Desktops to
work?

Does your organization

keep upgrading to the
2 Yes No Not Sure
latest available operating
software?

Are you equipped with

required software to
3 Yes No Not Sure
perform your day to day
activities at work place?

Do you get required

immediate support from
4 IT department in case of Yes No Not Sure
any technical issues you
face?

Work Environment

235
How is work environment
5 Good Not Good Not Sure
in your organization?

Do you feel left out when

the decisions are taken
6 Yes No Not Sure
which affects directly to
you/your work?

Do you have work from

7 Yes No
home facility available?

Do you feel that the

environment is full with
8 lobbing in the Yes No Not Sure
organization? E.g. Castes,
Region wise, gender wise

Do you feel that if you

keep performing at least
9 above average, your job is Yes No Not Sure
secured in the
organization?

Administration Facilities

Does your company

10 provide transport facility: Yes No Not Sure
Home- Work- Home?

Appraisal criteria

236
What is the appraisal cycle Half-
11 Quarterly Yearly
your company follow? Yearly

What is/are the basic Performanc

Performa
12 criteria for deciding Behavior e&
nce
appraisal ratings? Behavior

Are you happy with the

way performance
13 Yes No Not Sure
appraisal takes place in
your organization?

Do you feel that your Line

14 Manager is a good mentor Yes No Not Sure
in shaping your career?

Does your company have a

15 proper career Yes No Not Sure
development plan for you?

Does your Line Manager

take active participation in
16 Yes No Not Sure
shaping your career in the
organization?

How frequently your Line

Half-
17 Manager discusses your Quarterly Yearly
Yearly
career plan with you?

Work Related Trainings

237
Does your company
provide you training about
18 Yes No Not Sure
any latest updates related
to work you are doing?

Does your company

provide you training about
19 soft skills required to Yes No Not Sure
carry out your
responsibilities?

Does your company

provide you training for
20 the latest updates available Yes No Not Sure
in the new operating
software?

Does your company

provide you training about
your work-related best
21 Yes No Not Sure
practices followed by other
companies in the same
industry?

Management

22 How would be define your Best Good Worst

Line Manager's leadership

238
style?

Are you allowed to discuss

23 with one Level Up to your Yes No Not Sure
Line Manager?

Do the Manager of your

Line Manager arrange any
24 Yes No Not Sure
skip level meetings with
you?

Do you believe that your

organization follows best
25 practices for motivating & Yes No Not Sure
providing job enrichment
to the employees?

239
APPENDIX – III

FORMAT OF
PERFORMANCE
APPRAISAL

240
SYNGENTA SERVICES PVT. LTD.

Employee Name: Position:

Supervisor
Name: Department:
Review Period: Date:

Instructions: Rate the employee's performance during the review period by checking
the most appropriate numerical value in each section. To determine the overall
performance rating, add the numerical values together and divide by eight (or 11 if the
supervisor section was completed). Prior to the performance discussion with the
employee, a detailed plan to address areas rated "needs improvement" or
"unacceptable" must be submitted to the department head and human resources for
review.
Rating scale:
5 Excellent (consistently exceeds standards)
4 Outstanding (frequently exceeds standards)
3 Satisfactory (generally meets standards)
2 Needs improvement (frequently fails to meet standards)
1 Unacceptable (fails to meet standards)

DESCRIPTION 5 4 3 2 1
Job knowledge
Knowledge of
products, policies
and procedures;
OR knowledge of
techniques, skills,
equipment,
procedures, and
materials.
Quality of work
Freedom from
errors and
mistakes.
Accuracy, quality
of work in
general.
Quantity of
work

241
Productivity of
the employee.

Reliability
The extent to
which the
employee can be
depended upon to
be available for
work, to complete
work properly,
and complete
work on time.
The degree to
which the
employee is
reliable,
trustworthy, and
persistent.
Initiative and
creativity
The ability to plan
work and to
proceed with a
task without
being told every
detail and the
ability to make
constructive
suggestions.
Judgment
The extent to
which the
employee makes
decisions that are
sound. The ability
to base decisions
on fact rather than
emotion.
Cooperation

242
Willingness to
work
harmoniously
with others in
getting a job
done. Readiness
to respond
positively to
instructions and
procedures.
Attendance
Consistency in
coming to work
daily and
conforming to
scheduled work
hours.

243
KPMG Format:

EMPLOYEE PERFORMANCE APPRAISAL -

EXEMPT

DATE:
(I.E., 07/01/01)

CENTER/DEPT:

EMPLOYEE NAME: REVIEW PERIOD (Month/Year):

From: To:
JOB TITLE:
(I.E., 07/01/01)

OVERALL RATING:
#DIV/0!
ANNUAL ORIENTATION SPECIAL
INSTRUCTIONS:
1. Complete all sections (A, B and C).
2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not
on recent or isolated exceptional events. Use examples, whenever possible, to support each performance rating.
3. There are ten core performance categories. All exempt employees must be rated in each of these areas and given specific
feedback on performance. There are also five optional performance categories that may be relevant, depending on the exempt
position.
4. For each factor, evaluate the employee using the definitions provided below.
5. The overall rating will be automatically calculated on Page 7.

EXCELLENT (EXCEEDS STANDARDS) (4)

Performance frequently exceeds the established requirements for the job. The employee fully understands the position, takes
the appropriate initiative, and requires only occasional direct supervision.
GOOD (FULLY MEETS STANDARDS) (3)
Performance fully meets all the established requirements for the job. The employee is familiar with all aspects of the position and
performs these in a competent and satisfactory manner.
ACCEPTABLE (USUALLY MEETS STANDARDS) (2)
Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally may
require improvement.
UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)
Performance is considered below established requirements for the job. The employee needs to improve performance
significantly to reach satisfactory performance and requires daily close supervision and/or additional training to bring
performance within acceptable limits. Performance plan required.

The care and accuracy with which this appraisal is completed will
determine its value to you, to the employee, and to the organization.

244
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)

OVERALL COMMUNICATION SKILLS

(Consider written, verbal, and listening skills)
Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive,
effective communication style.