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    Performance Appraisal System at BSNL Chennai Telephones

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    allwyn2cu
    This document contains a survey about the performance appraisal system at BSNL Chennai Telephones. It collects information about employees such as their demographics, job role, tenure, opinions on work culture and stress factors. It asks questions about the awareness and effectiveness of the current performance appraisal process, and seeks suggestions for improvement. Key issues identified are a lack of communication, promotion based purely on tenure rather than performance, and no formal system to assess employee potential or link performance to incentives/rewards. Overall it aims to evaluate the existing performance appraisal system and identify areas for reform.

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    Performance Appraisal System at BSNL Chennai Telephones

    Uploaded by

    allwyn2cu
    120 views5 pages
    This document contains a survey about the performance appraisal system at BSNL Chennai Telephones. It collects information about employees such as their demographics, job role, tenure, opinions on work culture and stress factors. It asks questions about the awareness and effectiveness of the current performance appraisal process, and seeks suggestions for improvement. Key issues identified are a lack of communication, promotion based purely on tenure rather than performance, and no formal system to assess employee potential or link performance to incentives/rewards. Overall it aims to evaluate the existing performance appraisal system and identify areas for reform.

    Original Title

    PERFORMANCE_APPRAISAL_SYSTEM_qnr_V3

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    This document contains a survey about the performance appraisal system at BSNL Chennai Telephones. It collects information about employees such as their demographics, job role, tenure, opinions on work culture and stress factors. It asks questions about the awareness and effectiveness of the current performance appraisal process, and seeks suggestions for improvement. Key issues identified are a lack of communication, promotion based purely on tenure rather than performance, and no formal system to assess employee potential or link performance to incentives/rewards. Overall it aims to evaluate the existing performance appraisal system and identify areas for reform.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    120 views5 pages

    Performance Appraisal System at BSNL Chennai Telephones

    Uploaded by

    allwyn2cu
    This document contains a survey about the performance appraisal system at BSNL Chennai Telephones. It collects information about employees such as their demographics, job role, tenure, opinions on work culture and stress factors. It asks questions about the awareness and effectiveness of the current performance appraisal process, and seeks suggestions for improvement. Key issues identified are a lack of communication, promotion based purely on tenure rather than performance, and no formal system to assess employee potential or link performance to incentives/rewards. Overall it aims to evaluate the existing performance appraisal system and identify areas for reform.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 5

    PERFORMANCE APPRAISAL SYSTEM AT BSNL CHENNAI TELEPHONES

    1. Name :

    2. Age Group :
    < 25 years 25 – 30 years 31 – 35 years

    35 to 40 years 41 – 45 years > 45 years

    3. Sex : Male Female

    4. Marital status : Single Married

    5. Monthly Income: Less than Rs.15000


    :
    Rs.15000 to Rs.20000

    Above Rs.20000

    6. Number of years of service:

    Less than 5 years

    5 to 10 years

    10 to 20 years

    Above 20 years

    7. Nature of Job:
    Clerks

    Operators

    Engineering Officers

    Accounts Officers

    Managers

    Others
    Organization Climate:

    8. How do you find the Job?

    Interesting Monotonous Compelling Boring

    9. The work place Culture is good.

    Strongly Agree Agree Neither Disagree

    Strongly Disagree

    10. Please put a tick ( √ ) in the column which you feel will lead to stress :

    Strongly Strongly
    Factors Agree Neither Disagree
    Agree Disagree
    Job Stress is prevalent due to
    inadequate staffing
    Lack of communication

    Lack of Leadership in times


    of crisis
    Stress due to hostile clients

    Frequent transfer to different


    section
    Frequent transfer to
    outstations
    Equipment Breakdown

    Implementation of New
    Technology

    11. The work load on current employees is very minimum compared to standards of work ain

    any other PSU.

    Strongly Agree Agree Neither Disagree Strongly Disagree

    12. The common symptoms seen due to poor career plan are:

    Lack of concentration Absenteeism Depression


    Frustration Physical illness

    Performance Appraisal:

    13. In your opinion are the employees aware of the Performance Appraisal technique being
    followed at BSNL

    Yes No

    14. In your opinion Should the appraisal process be:

    Once during the service period Continuous Never Can’t Say

    15. Who in your opinion should appraise the employee?

    Superior Peer Subordinates Self Appraisal

    Consultant All of the above

    16. Do you think personal bias creeps in while appraising an individual?

    Yes No

    17. Does Performance Appraisal lead to identification of hidden potential of the employees?

    Yes No

    18. There is no award / reward system in BSNL

    Strongly Agree Agree Neither Disagree Strongly Disagree

    19. Promotions are purely based on performance

    Strongly Agree Agree Neither Disagree Strongly Disagree

    20. Incentives are paid to all on a uniform basis irrespective of individual performance

    Strongly Agree Agree Neither Disagree Strongly Disagree

    21. Do you Agree and welcome Voluntary Retirement Scheme, if offered.

    Strongly Agree Agree Neither Disagree Strongly Disagree


    22. Which cadre do you feel will largely opt for VRS, if offered?

    Clerk Subordinates Officers Managers Others

    23. Routine exercises like performance appraisal, annual confidential reports have to be
    replaced like what is being done in private firms

    Strongly Agree Agree Neither Disagree Strongly Disagree

    24. The working condition of the BSNL has been affected due to non implementation of
    Promotion Policy on merit. There is no system to assess performance in BSNL.

    Strongly Agree Agree Neither Disagree Strongly Disagree

    25. The productivity and profitability of the organisation will improve only if potential
    appraisal is introduced:

    Strongly Agree Agree Neither Disagree Strongly Disagree

    26. According to you what are the common methods to improve performance and hence
    workmans participation in the Growth of BSNL ? (rank according to your choice 1 to 6 )

    Meditation and Yoga Effective Time Management

    Taking Short breaks during work Discussing problems with colleagues

    Recreational Activities Balance Diet and adequate sleep

    27. The organisation should take more steps to look after the current employees’ needs in all
    spheres of their activity to improve the market share of BSNL :

    Strongly Agree Agree Neither Disagree Strongly Disagree

    28. Do you feel the employees should be given training on all hi tech areas and HR skills and
    increments drawn based on their performance after training. This has to be implemented
    after introducing systems to measure accountability and responsibility.

    Strongly Agree Agree Neither Disagree Strongly Disagree

    29. Are you satisfied with the Performance Appraisal system?

    Highly Satisfied Satisfied Neither Dissatisfied Highly Dissatisfied

    30. Please give your suggestions to improve the Performance appraisal.


    ……………………………………………………………………………………

    ……………………………………………………………………………………

    ……………………………………………………………………………………

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