Presentation, Analysis and Interpretation of Findings...
-
Upload
nguyendien -
Category
Documents
-
view
229 -
download
2
Transcript of Presentation, Analysis and Interpretation of Findings...
Qiapter
A COMPARATIVE STUDY OF HRD POLICIES
In State Bank of India & Punjab National Bank
Presentation, Analysis and Interpretation of Findings Regarding Performance
Appraisal in SBI and PNB
4.1 APPRAISAL SYSTEM
Appraisal System consists of reviewing an individual's performance
and progress in a job and assessing his potential for future improvement
through a systematic method of obtaining and analyzing information about a
person. It is a personnel function and is justified on the ground that it helps in
making certain administrative decisions. Unfortunately, methods of evaluation
are not based on performance standards and system of multiple assessments is
avoided. In the organizational context, the system results in evaluation of an
employee over a period of time that is documented on a form. The process of
approval ends with recommendations from the rates to the higher management
for one or more administrative decisions regarding employee, such as his
promotion, a salary increase, training etc.
4.2 APPRAISAL SYSTEM IN BANKS
Appraisal in banks still seems to follow the traditional system of trait
rating and confidential reports. Those banks that have changed their appraisal
system have normally performance related as well as trait based appraisal.
Several of the banks also have self-appraisal as a part of performance
appraisal.
In a traditional system of trait rating, their employees are assessed on
the characteristics like general intelligence, job knowledge, initiative,
dependability, sociability conduct, manner, special aptitudes, relationship with
public and colleagues, achievements and failures that attracted penalty etc. are
assessed. As far as performance rating is concerned, indicators like deposits,
advances, balancing of books, submission of returns, rectification of
irregularities, potential ability and other aspects of job performance are
95
assessed. As far as self appraisal is concerned, it is more of a communication
of achievement. Here appraisal gives details like the training courses attended,
job performance, contribution made i.e. the job, achievements, area of
aptitude, efforts made for self development etc. are stated.
In India there is not much of difference in the practice followed by
major banks for appraising individual performance of employees, though
variation exist in regard to specifics. In bank, once a year the supervisor writes
a report about each of the employees under him. These reports usually are
based on experience, personal knowledge and impressions of the supervisory
officers at the branches/ offices. However, the reviewing authority can
moderate the assessment made by the reporting officer. Besides being highly
subjective, this system leaves much scope for pulls and presence on the
supervisory officers. Some banks have realized the need for a more objective
appraisal and have made attempts to evolve formal appraisal system.
However, banking sector, where a great degree of attention is necessary
in respect of the performance appraisal system, is making serious efforts to
have systems of appraisal that improve their efficiency, effectiveness and
image through development of their employees. In the coming years banks are
likely to progress further in the direction of multi-objective and multi-
competent based on open systems of appraisal.
4.3 APPRAISAL SYSTEM IN STATE BANK OF INDIA
Of all the performance appraisal systems in use in banks, the State Bank
of India has well designed and carefully implemented system. In 1979, SBI
started designing and experiment of the system. After six years of
96
experimentation and trying out finally had a system in 1986. Some of the
silent features of this include;
(a) Performance planning jointly by the appraiser and the appraisee
at the beginning of the appraisal period through identification of
Key Performance Areas (KPA).
(b) Self appraisal by appraisee.
(c) Performance analysis to identity factors facilitating and hindering
performance.
(d) Open performance assessment by appraiser on (KPA).
(e) Identification of training needs.
(f) Performance counseling.
(g) Performance assessment on behavioral and managerial
dimensions by the appraiser.
• ASSIGNMENT APPRAISAL REPORT SYSTEM
The revised system was introduced all over the banks from the year
1992-93. The new performance appraisal systems called Assignment
Appraisal Report (AAR) have following silent features;
(a) There is only one reporting system covering all officers. The
Assignment Appraisal which is now compiled separately forms
part of format.
(b) The format Annual Assignment Report form (AARF) is data
based and comprehensive.
(c) The assignment appraisal is an annual exercise-thereby obviating
the need for compilation of reports years later by officials not
knowing the appraisee.
(d) The rating is by making system.
97
(e) There is a provision for self appraisal.
(f) The format has been devised in such a way that the reviewing
authority will have to specifically record agreements/ dis
agreements and also potentialities and accord final judgment
rating.
(g) There is also provision for Standing Review Committee at
various levels so as to have a second review which should help
to place all assignments for comparison under one single
umbrella. This will also help to apply uniform norms to ensure
fairness and remove observations/arbitrariness/inconsistencies if
any in reporting and reviewing style.
The system covers and is applicable to all kinds of employees in all
grades.
• ASSIGNMENT APPRAISAL REPORT (AAR)
In this system, the reporting authority, in the beginning of the year set
quantitative financial targets in consultation with each of the officers with
respect to whom he is required to report. In the case of those officers who
have responsibility for achieving the budgeted growth of business, the settled
budget for the year will be the target. As regard to other officers, qualification
of the responsibility in terms of identified Key Responsibility Areas (KRAs)
are done by appraiser in consultation with the appraisee.
Although performance appraisal is a year end exercise, in order that it
may be a tool for human resource development, the reporting authority and
the officer reported upon meet during the course of the year at regular
intervals to review the performance and to take necessary corrective steps.
98
• ANNUAL APPRAISAL REPORT
The report will be completed on all officers as on the 3P' March every
year. This report embodies complete history of the appraisee in terms of
assignments held and other information.
• SELF APPRAISAL
The report form has been designed to enable the appraisee to openly
express himself to the Reporting Authority under 7 critical items on which he
should have freedom to write every year before the AAR is written. The forms
are provided to all officers well in time to enable them to compile the report as
on 31^' March every year. Though the reporting authority can proceed to
record the report without waiting for self appraisal if it is not received within a
month from the due date i.e. before 30 April. This report affords the
openness which was envisaged under Key Performance Appraisal (KPA)
based system.
• ATTRIBUTE BASED APPRAISAL
The appraisal of attributes is in respect of critical personal traits. This is
applicable to all officers as JMG I, MMG II MMG III and above. The
reporting authority gives narrative comments against each item mentioned in
the Attribute Based Appraisal after giving proper weightage to the relevant
factors mentioned in the grade lines. It is necessary to ensure that the appraisal
is done objectively based on the data accumulated through interaction/
discussion/or going correspondence between the appraise and the Reporting
Authority.
99
• SUMMARY OF APPRAISALS
A statement regarding the submission/on-submission of the self
appraisal by the officer is furnished indicating that the facts in the self
appraisal are considered and taken note while assessing the officer.
• REVIEW AUTHORITY AND APPRAISAL
The Reviewing Authority is required to furnish a report in AARF VI in
a format. The authority records on his own the rating against each part. In case
of disagreement with the appraisal already done, the authority is to record
reasons with the Reporting Authority. Reviewing Authority is also to give the
comments on potential and training about any meritorious work done by
appraisee and about the appraisee's potential for advancement.
A second review is provided by the Standing Review Committee for the
reports written on all officers so that it would help to place all assignments for
comparison under one umbrella and uniform norms are applied to ensure fair
play and removal of arbitrariness, inconsistencies and aberration in reporting
and reporting styles.
4.4 CAREER PLANNING AND CAREER PATH IN SBI
In order to develop human resources and to meet constantly changing
environmental condition, careers of individual employees have to be taken
care of. Career planning covers career movements and growth opportunities
from the point of entry of an individual in employment to the point of his
retirement. It is a process of development of human resources. Manpower
100
planning function is to report on the inventory of skills and potentials
available in the organization. Career planning function is concerned with
identifying who, when, where and how one can be groomed for or fitted in
higher level assignments on the basis of performance and potential.
In SBI, a career ladder or path is clear. There are eleven steps in the
ladder starting from manager in the branch to chairman at the central office.
Advancement on the career path are time bound as and when vacancy arises,
based on seniority-cum-merits. The path is long enough to cover in a short
span of work life. This disappoints the employees.
4.5 CAREER DEVELOPMENT PLAN
In SBI, the Employee Development Plan ( EDP ) was introduced for
officers in the JMGS-I working in branches w.e.f. July 1, 1990. Cash officers
and officers working in administration departments are not covered as the job
knowledge requirements of each official mostly cover a single desk and are
specific in nature.
The branch manager is to prepare employee development plan.
Development of employee can be brought by assisting people to acquire
various skills through a systematic rotation of job and by providing
institutional training. So Employee Development has two dimensions viz;
development on the job and development through institutional training. Every
branch manager is to fill the information in respect of job performed and
training courses attended in a prescribed from. The information contained in
the form is helpful to plan the development of officers by periodic job rotation
and nomination to appropriate training programmes.
101
The information recorded also serve as a data bank for the branch and
makes available a complete record of job movement and training undergone
by the officers.
4.6 APPRAISAL SYSTEM IN PUNJAB NATIONAL BANK
As 'in any other organization, employees of the banks differ in their
physical appearance; likewise they differ in their abilities, caliber, potentials
and aptitude. These differences are but natural to a greater extent and can not
be eliminated completely. There are also bound to be some differences in the
quality and quantity of work done by different employees. As all the
employees belong to different family environment, mental make up and work,
approach. Their efficiencies, sincerity is bound to be different which must be
known to the management and must be appreciated and rewarded.
Even it is seen that the individual employee of the bank also likes to
know his capability in terms of his performance on job qualitatively and
quantitatively in comparison to his fellow employee, so that he may improve
upon it. So management of Punjab National Bank has selected a suitable
performance appraisal system to measure the relative merit of each employee.
• PERFORMANCE APPRAISAL FOR OFFICERS
In Punjab National Bank, performance appraisal system has been
adopted for officers. Assistant Manager and Sub Manager. Aims of this
system of performance appraisal are to help employee to develop himself by
making the bank to know his needs for development as he thinks and
perceives. The information will enable the bank to take suitable steps for
102
meeting their needs in consonance with requirements of the bank.
Management thinks that employee should be frank and free while giving the
information.
• FILLING OF FORM BY APPRAISEE
Every year a form is circulated to employees and they have to submit
the form within 30 days from the last date of review period. If employees have
nothing to report against any item/column, he has to mention "NA"
(Not Applicable).
Every year appraisee has to give information about educational
qualification, Grade and Scale, Position, current assignment, detail of
disciplinary action if any. He has also to inform about assignment completed
during last five years, training programmes attended and major health
problem. After filling these above information further he has to fill the column
relating to highlights of his performance during the year, area in which he
feels work has not been done well, constraints faced, what according to him
would enable him to perform better and any other outstanding performance
outside the banks. Further if any important tasks done which were assigned to
him to be performed during the year.
• APPRAISAL BY APPRAISER
The form which has been assessed by appraisee for his different
achievement and work culture will be evaluated by the appraiser. Appraiser
has to give comments on different 'Key Responsibility Areas' selected to
support the Branch Manager and other staff working under him for smooth
ftinctioning of the branch. Further he has to see his performance about
balancing of Books (clearing back log) maintaining House Keeping up to date.
103
He has also to give comment on his administration quality. For every quality
he has to give some points out of 50. If appraise is getting marks 41-50 will be
considered outstanding, 31-40 marks good, 20-30 average and below 20
below average.
Further appraiser has to give marks about job knowledge, leadership,
decision making, administrative skill, public relation skill and integrity and
honesty. For this purpose total marks kept are 40. A person is called
outstanding if he gets 32 to 40 marks, Good (24 -31), Average (15-23) and
below average (below 15).
• REVIEW AUTHORITY AND APPRAISAL
Finally overall assessment of performance has to be completed by
reviewing authority as per Performa and he has to give marks out of hundred.
50 Marks are for Key Responsibility Areas, 40 more are for managerial
dimensions and 10 marks to be allotted for outstanding performance. After
giving the marks according to total marks employee will be considered
outstanding if he scores 80 to 100 marks, Good 60 to 79 marks, average 40 to
59 marks, and below average if he is getting less than 40 marks. If reviewing
authority disagrees on any area then he has to give comment on disagreement.
4.7 INTERPRETATION AND ANALYSES OF DATA
On the basis of data collected from respondents, following results were
arrived at by researcher. A set of 9 questions were given to the respondents to
find out level of satisfaction with the appraisal system and basis of evaluation
of performance. Respondents were also requested to give suggestions for
improvement of present system in the bank.
104
4.7.1 SATISFACTION AND APPRAISAL SYSTEM
In the course of survey, a question was asked to the respondents of SBI
and PNB whether they are satisfied with appraisal system in their
organization. Further data was analyzed on the basis of age, qualification and
experience.
Table No. 4.1
Satisfaction of Appraisal System in SBI and PNB classified on the basis of age.
SBI Group Total
PNB Group Total
Table Total
Below 45 Above 45
Group Total
Below 45 Above 45
Group Total
Table Total
YES 54
(80.6)
104
• (78.2)
158
(79.0)
58
(85.3)
107
(81.1)
165
(82.5)
323
(80.8)
NO 13
(19.4)
29
(21.8)
42
(21.0)
10
(14.7)
25
(18.9)
35
(17.5)
77
(19.3)
Total 67
(100)
133
(100)
200
(100)
68
(100)
132
(100)
200
(100)
400
(100)
Note: Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.1 shows the satisfaction of appraisal system in SBI and PNB
on the basis of age.
The Table 4.1 depicts that respondents 54 (80.6%) below the age of 45
and 104 (78.2%) above the age of 45 are satisfied from appraisal system in
105
SBI, on the other hand 58 (85.3%) respondents and 107 (81.1%) respondents
have the satisfaction from appraisal system in PNB. So it can be concluded
that there is no difference in perception of respondents about satisfaction of
appraisal system in SBI and PNB.
Table No. 4.2
Satisfaction of appraisal system in SBI and PNB classified on the basis of qualification.
SI BI Group total
PNB Group Total
Table Total Graduate Post
Graduate
Group total Graduate
Post Graduate
Group Total
Table Total
YES 89
(84.8)
69
(72.6)
158
(79.0)
48
(84.2)
117
(81.8)
165
(82.5)
323
(80.8)
NO 16
(15.2)
29
(27.4)
42
(21.0)
9
(15.8)
26
(18.2)
35
(17.5)
77
(19.3)
Total 105
(100)
95
. (100)
200
(100)
57
(100)
143
(100)
200
(100)
400
(100)
Note: Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.2 shows the satisfaction of appraisal system of SBI and
PNB on the basis of qualifications.
It is apparent from the Table 4.2 that out of 105 respondents who have
graduate qualification, 89 (84.8%) are satisfied with the appraisal system in
SBI. On the other hand out of 57 respondents in PNB, 48 (84.2%) are satisfied
with the performance appraisal. The respondents 69 (72.6%) in SBI and 117
(81.8%) are satisfied with the appraisal system of those who are post graduate.
106
While comparing both the banks as per percentage, there is no difference of
opinion about satisfaction with performance appraisal.
Table No. 4.3
Satisfaction of appraisal system in SBI and PNB classified on the basis of work experience.
S] BI Group Total
PNB Group Total
Table Total
Less than 10 years
More than 10 years
Group Total Less than
10 years
More than 10 years
Group Total
Table Total
YES 42
(77.8)
116
(79.5)
158
(79.0)
25
(80.6)
140
(82.8)
165
(82.5)
323
(80.8)
NO 12
(22.2)
30
(20.5)
42
(21.0)
6
(19.4)
29
(17.2)
35
(17.5)
77
(19.3)
Total 54
(100)
146
(100)
200
(100)
31
(100)
169
(100)
200
(100)
400
(100)
Note: Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.3 shows the level of satisfaction with performance
appraisal system on the basis of work experience in SBI and PNB.
The Table 4.3 manifests that out of 54 respondents of SBI 42 (77.8%)
respondents who are having less than 10 years experience are satisfied with
the appraisal system, and 25 (80.6%) respondents out of 31 respondents in
PNB are satisfied. On the other hand 116 (79.5%) respondents in SBI with the
experience of more than 10 years and 140 (82.8%)) respondents out of 169
respondents of PNB have shown the satisfaction. While comparing the
107
respondents less than 10 years experience and more than 10 years experience
in SBI and PNB, there is no difference of opinion about satisfaction with the
appraisal system.
While comparing the group total of both the banks i.e. 158 (79%) in
SBI and 165 (82.5%) in PNB, this does not makes much difference about the
satisfaction of performance appraisal system of the bank on the basis of age,
experience and qualification.
4.7.2 Identification of Training Needs
Table No. 4.4 is a summary of data regarding how far appraisal system
helps in identifying training needs. The respondents were asked to give the
extent in SBI and PNB. Further comparison was done after analyzing the data
on the basis of age, qualification and experience of the respondents of SBI and
PNB.
108
Table No. 4.4
Appraisal System and Training Needs classified on the basis of age below 45 in SBI and PNB.
Extent SBI PNB Total
To large extent 25
(37.31)
47
(69.12)
72
(53.33)
To some extent 41
(61.19)
20
(29.41)
61
(45.18)
To little extent 1
(1.50)
1
(1.47)
2
(1.49)
Total 67
(100)
68
(100)
135
(100)
x^= 13.945 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
Table No. 4.4 shows the perceptions of respondents of below the age of
45, in SBI and PNB about help of appraisal system in identifying training
needs.
The Table No. 4.4 manifests that 41 (61.19%) respondents of SBI are of
the opinion that appraisal system helps in identifying training needs to some
extent and in PNB 20 (29.41%) respondents are of the view that appraisal
system helps in identifying training needs to some extent. While discussing
about, 'to large extent' in SBI 25 (37.31%) agree and in PNB 47 (69.12) agree
about it. About the little extent answer is same in SBI and PNB. From the
109
above discussion it can be concluded that there is difference of opinion in SBI
and PNB among the respondents below the age of 45 about appraisal system
helps in identifying training needs, because in SBI maximum respondents
agree up to some extent and in PNB maximum respondent agree to large
extent.
While applying x^ test, its value (13.945) is higher than table value at
5% level of significance. So null hypothesis is rejected. So it can be said that
there is significant difference in the opinion of respondents of SBI and PNB as
shown as per percentage also.
Table No. 4.5
Appraisal System and Training Needs classified on the basis of age above 45 in SBI and PNB.
Extent SBI PNB Total
To large extent 61
(45.86)
87
(65.91)
148
(55.85)
To some extent 63
(47.37)
43
(32.57)
106
(40.00)
To little extent 9
(6.77)
2
(1.52)
11
(4.15)
Total 67
(100)
68
(100)
135
(100)
jc^= 12.792 P<.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
110
Table 4.5 shows perception of respondents above the age of 45 about
the help of appraisal system in identifying training needs in SBI and PNB.
It is obvious from the Table 4.5 that maximum respondents above the
age of 45 i.e. 63 (47.37%) have the opinion that appraisal helps in identifying
training needs to some extent, but in case of PNB there are 43 (32.57%) who
are of the same opinion. In the case of SBI, 61 respondents i.e. (45.86%) are
of the view that it helps to large extent, but in the PNB bank, most of the
respondents 87 (65.91%) are of the opinion that appraisal helps in identifying
training needs to large extent
While comparing the respondents of the age of above 45 in SBI and
PNB, there is difference of opinion. 61 (45.86%)) respondents in SBI and 87
(65.91%) in PNB agrees that it helps in identifying training needs to large
extent. On the other hand 63 (47.37%)) respondents in SBI are of the opinion
that it helps to some extent, whereas in PNB 43 (32.57%) respondents have
the same view. So it can be concluded that there is difference of opinion
between the respondents of two banks who are above the age of 45.
While applying x^ test, it is found that calculated value of x^ test
(12.792) is greater than the table value at 5%) level of significance. So null
hypothesis is rejected. Thus it can be concluded that there is a statistically
significant difference between the opinion of the respondents of SBI and PNB,
above the age of 45, about identifying training needs by appraisal system.
Ill
Table No. 4.6
Appraisal System and Training Needs classified on the basis of qualification as Graduate of SBI and PNB.
Extent SBI PNB Total
To large extent 50
(47.61)
37
(64.91)
87
(53.70)
To some extent 49
(46.67)
18
(31.58)
67
(41.46)
To little extent 6
(5.72)
2
(3.51)
8
(4.94)
Total 105
(100)
57
(100)
162
(100)
Ar = 4.455 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.6 shows the perception of graduate respondents about the
help of appraisal system in identifying training needs in SBI and PNB.
The Table 4.6 manifests that respondent 50 (47.61%) who are having
the qualification as graduate agrees that appraisal system helps to identify
training needs to large extent, 49 (46.67%) says it is helpful to some extent
and 6 (5.72%) respondents say that it helps to little extent. On the other hand
in PNB, the respondents i.e. 37 (64.91%)) are of the opinion that appraisal
system helps in identifying training needs to large extent, 18 (31.58%)
respondents says it helps to some extent and 2 (3.51%)) are of the view that it
helps to little extent.
112
While comparing the both the banks there is a difference of opinion of
the respondents who are graduate. In the SBI about to large extent 47.61%
agree that it helps in identifying training needs in comparison to PNB i.e.
64.91%. On the other hand 46.67% respondents of SBI agree about to some
extent in comparison to 31.58% in PNB. So it can be concluded that there is
difference of opinion about appraisal system helps in identifying training
needs of the graduate respondents of SBI and PNB.
While applying x^ test, its value (4. 455) is less than table value at 5%
level of significance. So null hypothesis is accepted. So there is no significant
difference in the opinion of respondents of SBI and PNB about help of
appraisal system in identifying training needs. So the difference shown on the
basis of percentage on the table is not statistically significant, it may be due to
sampling fluctuations.
13
Table No. 4.7
Appraisal System and Training Needs classifled on the basis of qualification as Post-Graduate in SBI and PNB.
Extent SBI PNB Total
To large extent 36
(37.89)
97
(67.83)
133
(55.88)
To some extent 55
(57.89)
45
(31.47)
100
(42.02)
To little extent 4
(4.22)
1
(0.80)
5
(2.10)
Total 95
(100)
143
(100)
238
(100)
x^ = 21.991 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.7 shows the perception of post graduate respondents about
help of appraisal system in identifying training needs in SBI and PNB.
The Table 4.7 depicts that 55 (57.89%) respondents who are post
graduate are of the opinion that appraisal system helps in identifying training
needs to some extent, 36 (37.89%) respondents say it helps to large extent
and 4 (4.22%) accept that it helps to little extent. On the other hand in PNB
the respondents 97 (67.83%) who are post graduate are of the view that
appraisal system helps in identifying training needs to large extent, and 45
( 31.47%)) say it helps to some extent.
114
While comparing both the banks it is clear that 67.83% respondents
agree that it helps to large extent in PNB in comparison to 37.89% in SBI. It
shows that in PNB maximum help for identification of training needs is taken
from appraisal system.
While applying x^ test, its value (21.991) is higher than the table value
at 1% level of significance. So our null hypothesis is rejected. So it can be
said that there is a significant difference of opinion of respondents of SBI and
PNB who are post graduate.
Table No. 4.8
Appraisal System and Training Needs classified on the basis of worii experience less than 10 years in SBI and PNB.
Extent SBI PNB Total
To large extent 24
(44.44)
25
(80.64)
49
(57.65)
To some extent 29
(53.70)
6
(19.36)
35
(41.18)
To little extent 1
(1.86)
1
(1.17)
Total 54
(100)
31
(100)
85
(100)
jc^= 10.694 P<.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
115
The Table 4.8 shows the perception of respondents of SBI and PNB,
who have the work experience of less than 10 years, about the help of
appraisal system in identifying training needs.
The Table 4.8 indicates that 29 (53.70%) respondents who are having
less than 10 years experience in SBI are of the opinion that appraisal system
helps in identifying training needs to some extent, 24 (44.44%) respondents
agree that it helps to large extent. On the other hand in PNB 25 (80.64%)
respondents are of the view that appraisal system helps in identifying training
needs to large extent and 6 (11.36%) respondents says it helps to some extent.
While comparing the respondents of SBI and PNB, 80.64% respondents
who are having less than 10 years experience in PNB says that appraisal
system helps in identifying training needs to large extent in comparison to
44.44% respondents of SBI. So it can be concluded that in PNB for training to
employees appraisal system is considered to large extent. In the case of, to
some extent 53.70% of SBI favours this in comparison to 19.36% of PNB. So
from the above discussion it can be concluded that there is a difference of
opinion of respondents of SBI and PNB, having the experience less than 10
years that appraisal system helps in identifying training needs.
On application of x test, its value 10.694 is higher than table value at
5% level of significance, it rejects the null hypothesis. So it can be concluded
that there is significant difference in the opinion of the respondents of SBI and
PNB.
16
Table No. 4.9
Appraisal System and Training needs classified on the basis of work experience more than 10 years in SBI and PNB.
Extent SBI PNB Total
To large extent 62
(42.46)
109
(64.50)
171
(54.28)
To some extent 75
(51.37)
57
(33.73)
132
(41.90)
To little extent 9
(6.17)
3
(1.67)
12
(3.82)
Total 146
(100)
169
(100)
315
(100)
A^= 16.783 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.9 shows the perception of respondents with the experience
of more than 10 years in SBI and PNB about the help of appraisal system in
identifying training needs.
The Table 4.9 depicts that 62 (42.46%) respondents of SBI, who are
having more than 10 years experience, and 109 (64.50%) respondents of PNB
are of the opinion that appraisal system helps in identifying training needs to
large extent. 75 (51.37%) respondents of SBI and 57 (33.73%) respondents of
PNB are of the view that it helps to some extent. Only 9 (6.17%) respondents
of SBI and 3 (1.67%) respondents say it helps to little extent.
17
From the above discussion it is clear that more respondents of PNB are
of the view that training is based on appraisal system in PNB to large extent.
On the other hand maximum respondents in SBI say that it helps to some
extent which means some other procedure is adopted to find out training
needs. So it shows that there is a difference of opinion of the respondents of
SBI and PNB.
While applying x test, its value (16.783) is higher than table value at
1% level of significance. So null hypothesis is rejected. This indicates that
there is significant difference in the opinion of respondents of SBI and PNB
that appraisal system helps in identifying training needs.
4.7.3 Self Appraisal System
In another set of question, respondents of SBI and PNB were asked to
show their satisfaction in respect of self appraisal system. Further data was
analyzed to compare the responses of respondents of SBI and PNB on the
basis of age, qualification and work experience.
118
Table No. 4.10
Satisfaction with Self Appraisal on the basis of age below 45 in SBI and PNB.
Response SBI PNB Total
Yes 59
(88.05)
52
(76.47)
111
(82.22)
No 8
(11.95)
57
(23.53)
132
(17.78)
Total 67
(100)
68
(100)
135
(100)
A = 3.101 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.10 shows the level of satisfaction of respondents of below
the age of 45 with the self appraisal system in SBI and PNB.
The Table 4.10 depicts that in SBI 59 (88.05%) respondents are
satisfied with the self appraisal system and 8 (11.95%) respondents are not
satisfied with the self appraisal system. On the other hand 52 (76.47%)
respondents of PNB below the age of 45 are satisfied with self appraisal
system of the bank.
While applying x^ test, its value (3.101) is less than table value at 5%
level of significance. So null hypothesis is accepted. Thus, it can be said that
there is no significant difference between the respondents below the age of 45,
of SBI and PNB about satisfaction level with self appraisal system.
119
Table No. 4.11
Satisfaction with Self Appraisal on the basis of age above 45 in SBI and PNB.
Response SBI PNB Total
Yes 112
(84.21)
111
(84.09)
223
(84.15)
No 21
(15.79)
21
(15.91)
42
(15.85)
Total 133
(100)
132
(100)
265
(100)
x'^.OOl P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.11 shows the level of satisfaction of respondent of SBI and
PNB above the age of 45 with self appraisal system.
The Table 4.11 manifests that 112 (84.21%) respondents of SBI are of
the opinion that they are satisfied with the self appraisal system and 21
(15.79%) respondents are not satisfied with the self appraisal system of the
bank in SBI. On the other hand 111 (84.09%) respondents say that they are
satisfied with the self appraisal system of PNB and 21 (15.91%) respondents
are not satisfied with the system. While comparing both the banks, no
difference exists about satisfaction level with self appraisal system of the
respondents above the age of 45 which can be verified from percentage also
i.e. 84.21% in SBI and 84.09 in PNB.
120
On the application of x test, its value (.001) is less than table value at
5% level of significance. So our null hypothesis is accepted. It shows that
there is no significant difference of opinion of the respondents of SBI and
PNB, above the age of 45, about satisfaction with self appraisal system.
Table No. 4.12
Satisfaction with Self Appraisal System on the basis of Graduate qualification in SBI and PNB.
Response SBI PNB Total
Yes 91
(86.67)
51
(89.47)
142
(87.65)
No 14
(13.33)
6
(10.53)
20
(12.35)
Total 105
(100)
57
(100)
162
(100)
^ = .269 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.12 shows the level of satisfaction of the respondents, who
are graduate about self appraisal system in SBI and PNB.
The Table 4.12 depicts that in SBI, 91 (86.67%) respondents are
satisfied with the self appraisal system and 14 (13.33%) respondents are not
satisfied with the system. On the other hand in PNB, 51 (89.47%) respondents
are satisfied with the self appraisal system and 6 (10.53%) are not satisfied
with the system.
121
While comparing both the banks, it is clear that there is no difference
about the satisfaction level with the self appraisal system of the respondents in
SBI and PNB because it is 86.67% in SBI and 89.47% in PNB.
While applying y^ test, its value (.269) is less than table value at 5%
level of significant. It accepts the null hypothesis which leads us to conclude
that there is no difference of satisfaction level with self appraisal system
among the respondents who are graduate in SBI and PNB.
122
Table No. 4.13
Satisfaction with Self Appraisal System on the basis of Post Graduate qualification in SBI and PNB.
Response SBI PNB Total
Yes 80
(84.21)
112
(78.32)
192
(80.67)
No 15
(15.79)
31
(21.68)
46
(19.33)
Total 95
(100)
143
(100)
238
(100)
A = 1.270 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.13 shows the level of satisfaction of the respondents, who
are Post Graduate with self appraisal system in SBI and PNB.
The Table 4.13 depicts that 80 (84.21%) respondents in SBI, who are
Post Graduate and 112 (78.32%) respondents in PNB who are post graduate
are satisfied with the self appraisal system of their banks. On the other hand
15 (15.79%) respondents of SBI and 31 (21.68%) respondents of PNB say that
they are not satisfied with self appraisal system.
123
While applying y^ test, its value (1.270) is less than table value at 5%
level of significance. So null hypothesis is accepted. Thus it can be concluded
that there is no statistical significant difference of the opinion of SBI and
PNB. Difference as per percentage can be due to sample fluctuation.
Table No. 4.14
Satisfaction with Self Appraisal System on the basis of work experience less than 10 years in SBI and PNB.
Response SBI PNB Total
Yes 47
(87.03)
23
(74.19)
70
(82.35)
No 7
(12.97)
8
(25.81)
15
(17.65)
Total 54
(100)
31
(100)
85
(100)
x^= 2.235 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.14 shows about the level of satisfaction with self appraisal
system of the respondents who have work experience of less than 10 years in
SBI and PNB.
The Table 4.14 depicts that in SBI, respondents i.e. 47 (87.03%) are of
the opinion that they are satisfied with self appraisal system of their bank and
7 (12.97%) respondents are of the view that they are not satisfied with the
system. On the other hand in PNB 23 (74.19%)) respondents are satisfied with
self appraisal system and 8 (25.81%) are not satisfied.
124
On the application of x' test, its value (2.235) is less than table value at
5% level of significance. Thus null hypothesis is accepted. This means that
there is no difference of the opinion of respondents of SBI and PNB, who are
having experience of less than 10 years, about level of satisfaction with self
appraisal system, in their banks.
Table No. 4.15
Satisfaction with Self Appraisal System on the Basis of work experience more than 10 years in SBI and PNB
Response SBI PNB Total
Yes 124
(84.93)
140
(82.84)
264
(83.81)
No 22
(15.07)
29
(17.16)
51
(16.19)
Total 146
(100)
169
(100)
315
(100)
x^ = .252 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.15 shows the satisfaction with self appraisal system on the
basis of experience of respondents having experience of less than 10 year in
SBI and PNB.
125
The Table 4.15 depicts that 124 (84.93%) respondents who are having
experience of more than 10 years in SBI are satisfied with the self appraisal
system of their bank and 22 (15.07%) respondents are not satisfied with the
system. On the other hand 140 (82.84%) respondents of PNB are of the
opinion that they are satisfied with the self appraisal system of the bank and
29 (17.16%) are not satisfied with the self appraisal system. If we compare the
system of self appraisal of both the banks, it is clear that there is no difference
of opinion of respondents who are having more than 10 years experience in
SBI and PNB, about satisfaction.
On the application of x test, its value (.252) is less than table value at
5% level of significance. Thus null hypothesis is accepted. So it can be
concluded that there is no significance difference of the satisfaction level of
respondents about self appraisal system in SBI and PNB.
4.7.4 Motivation for Self Development
Another question was asked to respondents of SBI and PNB to know
whether self appraisal motivates to self development or not. This data was
further analyzed on the basis of age, qualification and experience to compare
the motivation and self development of SBI and PNB respondents.
126
Table No. 4.16
Self Appraisal and motivation of self development on the basis of age below 45 in SBI and PNB
Response SBI PNB Total
Yes 56
(82.35)
62
(92.53)
118
(74.07)
No 11
(17.65)
6
(7.47)
17
(25.93)
Total 68
(100)
67
(100)
135
(100)
A^=l .768 P>.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.16 shows about, 'the self appraisal motivates, self
development,' in SBI and PNB, among respondents on the basis of age
below 45.
The Table 4.16 depicts that 56 (82.38%) respondents of SBI are of the
opinion that self appraisal motivates self development and 11 (17.65%)
respondents do not agree with this concept. On the other hand 62 (92.53%)
respondents of PNB are of the opinion that self appraisal motivates self
development and 6 (7.47%) respondents do not agree with this concept.
On application of x, its value (1.768) is less than table value at 1% level
of significance. So null hypothesis is accepted. Thus it can be said that there is
127
no significant difference in both the banks about the perception that self
appraisal motivates self development, on the basis of age below 45.
Table No. 4.17
Self Appraisal and motivation of self development on the basis of age above 45 in SBI and PNB.
Response SBI PNB Total
Yes 111
(83.46)
115
(87.12)
226
(85.28)
No 22
(16.54)
17
(12.88)
39
(14.72)
Total 133
(100)
132
(100)
265
(100)
A^=.708 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.17 shows the role of self appraisal for motivation of self
development among the respondents above the age of 45 in SBI and PNB.
The Table 4.17 depicts that 111 (83.46%) respondents in SBI are of the
view that self appraisal motivates the self development and 22 (16.54%)
respondents do not agree about the motivation of self development. On the
other hand 115 (87.12%) respondents of PNB above the age of 45 are of the
opinion that self appraisal motivates self development and 17 (12.88%) say
that it does not helps to motivate self development.
128
While comparing both the banks, it can be concluded that there is no
difference of opinion about self appraisal motivates self development because
83.46% respondents in SBI and 87.12% respondents of PNB agree that self
appraisal motivates self development.
While applying x^ test, its value (.708) is less than table value at 5%
level of significance. So null hypothesis is accepted. Thus it can be concluded
there is no significant difference between the respondents of SBI and PNB
that the self appraisal motivates self development, on the basis of age
above 45.
129
Table No. 4.18
Self Appraisal and motivation of self development on the basis of Graduate qualification in SBI and PNB.
Response SBI PNB Total
Yes 91
(86.66)
52
(91.22)
143
(88.27)
No 14
(13.34)
5
(8.78)
19
(11.73)
Total 105
(100)
57
(100)
162
(100)
y = .742 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.18 shows about the self appraisal and motivation of self
development among the respondents on the basis of graduation qualification
in SBI and PNB.
The Table 4.18 manifests that in SBI, 91 (86.66%) respondents, who
are having graduate qualification are of the opinion that self appraisal
motivates self development and 14 (13.34%) respondents do not agree that it
motivates self development. On the other hand in PNB, 52 (91.22%)
respondents who are graduate are of the view that self appraisal motivates self
development and 5 (8.78%) respondents do not agree with the statement. Thus
it can be concluded that there is no difference of opinion between respondents
130
of SBI and PNB who are graduate with the view that self appraisal motivates
self development.
On the application of x^ test, its value (.742) is less than table value at
5% level of significance. Thus null hypothesis is accepted. So it can be said
that respondents of both the banks have the same opinion about statement 'self
appraisal motivates the self development'.
Table No. 4.19
Self Appraisal and motivation of self development on the basis of Post Graduate qualification in SBI and PNB.
Response SBI PNB Total
Yes 76
(80.00)
125
(96.15)
201
(84.45)
No 19
(20.00)
18
(3.85)
37
(15.55)
Total 95
(100)
143
(100)
238
(100)
jt = 2.389 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.19 shows the perception of respondents, who are post
graduate about the concept of self appraisal, motivates self development in
SBI and PNB.
131
The Table 4.19 depicts that 76 (80%) respondents of SBI are of the
opinion that self appraisal motivates self development in SBI and 19 (20%)
respondent do not agree about the motivation by self appraisal. On the other
hand 125 (96.15%) respondents of PNB, who are post graduate agree that self
appraisal motivates self development and 18 (3.85%) respondents do not
agree with this.
On the application x test, its value (2.389) is less than table value at 5%
level of significance. So null hypothesis is accepted. Thus there is no
significant difference in the opinion of respondents of SBI and PNB.
132
Table No. 4.20
Self Appraisal and motivation of self development on the basis of work experience less than 10 years in SBI and PNB
Response SBI PNB Total
Yes 45
(83.33)
26
(83.87)
71
(83.53)
No 9
(16.67)
5
(16.13)
14
(16.47)
Total 54
(100)
31
(100)
85
(100)
^ = .004 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.20 shows perception of respondents of SBI and PNB on the
basis of experience less than 10 years, about motivation of self development
by self appraisal.
The Table 4.20 depicts that 45 (83.33%) respondents of SBI and 26
(83.87%) respondents of PNB are of the view that self appraisal motivates self
development. On the other hand 9 (16.67%) respondents of SBI and 5
(16.13%) respondents of PNB agree that self appraisal does not motivate self
development. Thus it can be concluded from above discussion that there is not
difference of opinion of respondents of SBI and PNB.
While applying x test, its value (.004) is less than table value at 5%
level of significance. It accepts the null hypothesis. Thus it can be concluded
133
that there is no significant difference between the perception of respondents of
SBI and PNB about self appraisal and motivation of self development.
Table No. 4.21
Self Appraisal and motivation of self development on the basis of work experience more than 10 years in SBI and PNB.
Response SBI PNB Total
Yes 122
(83.56)
151
(89.35)
273
(86.67)
No 24
(16.44)
18
(10.65)
42
(13.33)
Total 146
(100)
169
(100)
315
(100)
A = 2.270 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.21 shows the perception of respondents of SBI and PNB,
who have more than 10 years experience, about self appraisal and motivation
of self development.
From the above Table 4.21 it has been observed that 122 (83.56%)
respondents with the experience of more than 10 years in SBI and 151
(89.35%) respondents with same experience in PNB are of the opinion that
self appraisal motivates self development. On the other hand 24 (16.44%)
respondents of SBI and 18 (10.65%) respondents of PNB do not agree with
134
the above concept. So from the above discussion it can be observed that there
is no difference of opinion of respondents of both the banic.
While applying x test, its value (2.270) is less than table value at 5%
level of significance. This leads us to conclude that there is no significant
difference between the respondents of SB! and PNB, who have more than 10
years experience, about self appraisal and motivation of self development.
4.7.5 KIND OF APPRAISAL PREFERRED
A set of questions was asked from respondents of SBI and PNB to show
kind of appraisal preferred by manager. It should be on trait based or
performance based. For comparison of respondents of SBI and PNB data was
analyzed on the basis of age, qualification and experience.
135
Table No. 4.22
Preference of appraisal on the basis of age below 45 in SBI and PNB.
Response SBI PNB Total
Trait Based 13
(19.40)
18
(26.47)
31
(22.96)
Performance
Based
54
(80.60)
50
(73.53)
104
(77.04)
Total 67
(100)
68
(100)
135
(100)
A^=.953 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.22 shows the preference of appraisal on the basis of age
below 45 in SBI and PNB.
From the above Table, it can be observed that 80.60% respondents of
SBI and 73.53 % of PNB are of the view that appraisal should be performance
based. Very few i.e. 19.40 % respondents of SBI and 26.47% respondents of
PNB are of the view that it should be trait based.
While applying x^ test, its value (.953) is less than table value at 5%
level of significance. So null hypothesis is accepted. Thus it can be conclude
that there is no difference of opinion between respondents of SBI and PNB on
the basis of age below 45 about the preference of appraisal.
136
Table No.4.23
Preference of Appraisal on the basis of age above 45 inSBIand PNB.
Response SBI PNB Total
Trait Based 25
(18.80)
30
(22.73)
55
(28.75)
Performance
Based
108
(81.20)
102
(77.27)
210
(71.25)
, Total 133
(100)
132
(100)
265
(100)
j« = .622 P > .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4,23 shows the kind of appraisal preferred by respondents of
SBI and PNB on the basis of age.
The Table 4.23 depicts that 108 (81.20%) respondents of SBI are of the
opinion that their should be performance based appraisal and 25 (18.20%)
respondents are of the view that trait based system should be adopted. On the
other hand in PNB 102 (77.27%) respondents agree on performance based
appraisal and 30 (22.73%) respondents are of the opinion that it should be
based on trait based.
While comparing the respondents of SBI and PNB above the age of 45
it seems, that there is no difference of opinion about kind of appraisal
137
preferred because table clearly indicated that 108 respondent of SBI and 102
of PNB are favoring performance based appraisal.
While applying the x^ test, its value (.622) is less than table value at 5%
level of significance. Thus null hypothesis is accepted. So it can be said that
there is no difference in the opinion of the respondents above 45 years of age
of SBI and PNB about the kind of appraisal preferred.
Table 4.24
Preference of Appraisal on the basis of qualification of Graduate respondents of SBI and PNB.
Response SBI PNB Total
Trait Based 18
(17.14)
7
(12.28)
25
(15.43)
Performance
Based
87
(82.86)
50
(87.72)
137
(84.57)
Total 105
(100)
57
(100)
162
(100)
x^ = .669 P> .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
Table shows the kind of appraisal preferred by respondents of SBI and
PNB, who are graduate.
The Table manifests that 87 (82.86%) respondents of SBI are in the
favour of performance based appraisal in comparison to 50 (36.51%)
respondents in PNB. On the other hand, in SBI 18 (17.14%) agree about trait
138
based appraisal, where as in PNB 7 (12.28%) respondents have the same
opinion.
So from the above discussion it can be concluded that there is a
difference of opinion about kind of appraisal preferred by the respondents
who are graduate in SBI and PNB.
On the application of jc test, its value (.699) is less than table value at
5% level of significance. Thus null hypothesis is accepted. So there is no
significant difference in the opinion of respondents of SBI and PNB.
Difference which is shown on the basis of percentage in the table can not be
treated as statistically significant. It may be due to sampling fluctuation.
139
Table No. 4.25
Preference of Appraisal on the basis of Qualification of Post Graduate, respondents of SBI and PNB.
Response SBI PNB Total
Trait Based 20
(21.05)
41
(28.67)
61
(25.63)
Performance Based
75
(78.95)
102
(71.33)
177
(74.37)
Total 95
(100)
143
(100)
238
(100)
x^= 1.738 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.25 shows the kind of appraisal preferred by respondents
who are Post graduate in SBI and PNB.
The Table 4.25 depicts that 75 (78.95%) respondents are in the favour
of performance based appraisal, while 20 (21.05%) respondents are in the
favour of trait based appraisal in SBI. On the other hand in PNB 102 (71.33%)
respondents are of the opinion that performance based appraisal system should
be adopted while 41 (28.67%) are in the favour of trait based system. While
comparing the perception of preference of appraisal system of the respondents
in SBI and PNB, who are Post Graduate, are in the favour of performance
based appraisal system. A few respondents want trait based appraisal system.
140
While applying the x test, its value (1.738) is less than table value at
5% level of significance. So null hypothesis is accepted. There is no
significant difference in the perception of the respondents of SBI and PNB
about kind of appraisal preferred.
Table No. 4.26
Preference of Appraisal on the basis of work experience Less than 10 years.
Response SBI PNB Total
Trait Based 12
(22.22)
12
(38.71)
24
(28.23)
Performance Based
42
(77.78)
19
(61.29)
61
(71.77)
Total 54
(100)
31
(100)
85
(100)
x^ = 2.642 P > .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.26 shows the kind of appraisal preferred by the
respondents, who are having less than 10 years work experience in SBI and
PNB.
The Table 4.26 depicts that 42 (77.78%) respondents want performance
based appraisal in SBI and 12 (22.22%) respondents agrees that trait based
141
appraisal should be preferred. On the other hand in PNB 19 (61.29%)
respondents are in the opinion of performance based appraisal, where as only
12 (38.71%) respondents are in the favour of trait based appraisal.
While comparison is made between the respondents of both banks, it
seems that respondents of SBI 77.78% are favouring performance based
system in comparison to 61.29% in PNB and 22.22% respondents agrees
about trait based in SBI in comparison to 38.71% in PNB. So it can be
predicted that there is a difference of opinion between the respondents of SBI
and PNB.
On the application of x test, its value (2.642) which is less than table
value at 5% level of significance. So null hypothesis is accepted. This shows
there is no significant difference about the perception of kind of appraisal
preferred by the respondents of SBI and PNB. The difference which is shown
as per the percentage of the table can not be called statically significant. It can
be due to sample fluctuation.
142
Table No. 4.27
Preference of Appraisal on the basis of work experience more than 10 years.
Response SBI PNB Total
Trait Based 26
(17.81)
36
(21.30)
62
(19.68)
Performance Based
120
(82.19)
133
(78.70)
253
(80.32)
Total 146
(100)
169
(100)
315
(100)
x^ = .605 P > .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.27 shows the kind of appraisal preferred by the
respondents, who are having more than 10 years experience in SBI and PNB.
The Table 4.27 depicts that 120 (82.19%) respondents are of the view
that kind of appraisal should be based on performance and 26 (17.81%) are of
the opinion that for kind of appraisal, trait based system should be adopted.
On the other hand in PNB, 133 (78.70%) respondents are favouring
performance based system and 26 (21.30%) agree about trait based system.
From the above discussion it can be said that there is basically no difference in
the opinion of respondents who are having more than 10 years experience in
SBI and PNB.
143
While applying x^ test, its value (.605) is less than table value at 5%
level of significance. Thus null hypothesis is accepted, which shows that there
is no significant difference between the respondents of SBI and PNB. Most of
the respondents prefer performance based system in both the banks.
4.7.6 Basis of Appraisal
Basis of evaluation of performance is very interesting question and
respondents were asked to rank in terms of their preference out of some
parameters given in question as job knowledge, initiative, contribution to
business development performance, general intelligence, house keeping, good
relation with bosses, or customer service. The data was analyzed further to
compare the perception of respondents of SBI and PNB.
144
Table No. 4.28
Basis of evaluation of performance in SBI.
Code Criterion for evaluation
Rank-1 Rank-II Rank-Ill Weighted
Total Rank.
1 Job knowledge 62(186)' 55(110)' 35(35)' 331
2 Initiative 13(39) 16(32) 18(18) 89
3 Business performance
34(102) 38(76) 40(40) 218
4 General Intelligence
5(15) 11(22) ^ 5(5) 42
5 House Keeping 22(66) 26(52) 32(32) 150
6 Good relation with boss
38(114) 25(50) 40(40) 204
7 Customer Service 26(78) 29(58) 30(30) 166
Total 200 200 200 -
Note: Figures in brackets represents weighted rank 1st Rank is given 3 weightage, 2"* Rank is given 2 weightage and 3''' Rank is given 1 weightage.
Source: Data collected through questionnaire.
145
Table No. 4.29
Basis of evaluation of performance in PNB.
Code Criterion for evaluation
Rank-1 Rank-II Rank-Ill Weighted
Total Rank.
1 Job knowledge 55(165) 62(124) 50(50) 339
2 Initiative 15(45) 13(26) 18(18) 89
3 Business performance
40(120) 42(84) 35(35) 239
4 General Intelligence
36(108) 31(62) 34(34) 204
5 House Keeping 10(30) 12(24) 15(15) 69
6 Good relation with boss
34(102) 32(64) 34(34) 200
7 Customer Service
10(30) 8(16) 14(14) 60
Total 200 200 200 -
Note: Figures in brackets represents weighted rank 1st Rank is given 3
weightage, 2"* Rank is given 2 weightage and 3' '* Rank is given
1 weightage.
Source: Data collected through questionnaire.
146
Table No. 4.30
Comparison of the basis of evaluation of performance in SBI and PNB.
SBI PNB
S.No. Criterion Weighted
Rank S.No. Criterion Weighted
Rank
1 Job knowledge 331 1 Job Knowledge 339
2 Business Performance
218 2 Business performance
239
3 Good relation with boss
204 3 General Intelligence
204
4 Customer Service
166 4 Good Relation with boss
200
5 House Keeping 150 5 Initiative 89
6 Initiative 89 6 House Keeping 69
7 General Intelligence
42 7 Customer Service 60
The Table 4.28 summarizes the response in terms of weighted total
ranks in SBI, and Table 4.29 summarized in terms of weighted total ranks in
PNB. Table 4.30 is prepared in rank order to see top rank criterion in SBI and
PNB.
More glances at the tables makes it clear that most of the respondents in
SBI stated job knowledge (331) and business performance (218) as the basic
criterion used for appraisal. Good relation with boss ranked at third place and
general intelligence is rated in the last. It shows that general intelligence,
initiative etc. have no place in evaluation as per respondents of SBI.
147
On the other hand, it can be produced from the table that most of the
respondents in PNB stated that job knowledge (339) and business
performance (239) is the basic criterion used for appraisal. General
intelligence ranked at third place and customer service rated in the last. It
shows that customer service, house keeping etc. have no place in evaluation.
While comparing both the banks most of the respondents in SBI and
PNB stated that job knowledge and business performance is basic criterion
used for appraisal. On the third place there is difference of opinion, in SBI
respondents have ranked good relation with boss to third place and in PNB
respondents have ranked general intelligence to third place with weighted rank
204 in each bank. In SBI, general intelligence has been ranked last and in
PNB customer service has been ranked last.
4.7.7 Awareness of Career Path
A question was asked from respondents of SBI and PNB about the
awareness of career path in their organization and procedure of advancement
in career. They were asked to reply in Yes/No. This data was analyzed further
to compare, the responses of respondents of SBI and PNB in the basis of age,
qualification and experience.
148
Table No. 4.31
Career Path and Procedure of advancement on the basis of age below 45 in SBI and PNB.
Response SBI PNB Total
Yes 56
(83.58)
52
(76.47)
108
(80.00)
No 11
(16.42)
16
(23.53)
27
(20)
Total 67
(100)
68
(100)
135
(100)
jt^= 15.408 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.31 shows the perception of respondents about the
awareness of career path in SBI and PNB and the procedure of advancement
in career.
The Table 4.31 depicts that 56 (83.58%) respondents of SBI agree that
they are aware of career path and procedure of advancement in career in
comparison to 52 (76.47%) respondents of PNB. On the other hand 11
(16.42%) respondents of SBI are of the opinion that they are not aware of
career path in comparison to 16 (23.53%) respondents in PNB.
While applying x^ test, its value (15.408) is higher than table value at
1% level of significance. So null hypothesis is rejected. So there is significant
149
difference in the awareness of respondents of SBI and PNB, below the age of
45, about career path in their banks and the procedure of advancement in
career.
Table No. 4.32
Career Path and Procedure of advancement on the basis of age above 45 in SBI and PNB.
Response SBI PNB Total
Yes 118
(88.72)
114
(86.36)
232
(87.54)
No 15
(11.28)
18
(13.64)
33
(12.46)
Total 133
(100)
132
(100)
265
(100)
A = 7.681 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.32 shows about the awareness of respondents of career
path in their banks and the procedure of advancement in career.
The Table 4.32 depicts that 118 (88.72%) respondents agree that they
are aware of career path in SBI and procedure of advancement in career in
comparison to 114 (86.36%) respondent in PNB. On the other hand 15
(11.28%) respondents in SBI agree that they are not aware about the above
statement in comparison to 18 (13.64%) in PNB.
While applying x^ test, its value (7.681) is higher than table value. Thus
null hypothesis is rejected. Thus it can be concluded that there is significant
150
difference about the awareness of respondents who are above the age of 45,
for career path and procedure of advancement in career in both the banks.
Table No. 4.33
Career Path and Procedure of advancement on the basis of graduate qualification of SBI and PNB.
Response SBI PNB Total
Yes 97
(92.38)
53
(92.98)
150
(92.5)
No 8
(7.62)
4
(7.02)
12
(7.5)
Total 105
(100)
57
(100)
162
(100)
A = 2.146 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.33 shows the awareness of respondents who are graduate,
about the career path in the Banks and procedure of advancement in career.
The Table 4.33 depicts that in SBI 87 (42.38) respondents are aware
about the career path in the bank and procedure of advancement in career and
8 (7.62%) respondent are not aware about the perception of career path and
advancement in career. Whereas in PNB 53 (92.98%) respondents are aware
or 4 (7.02) are not aware. While comparing the respondents of both the banks,
it seems that there is no difference of opinion of respondents in SBI and PNB.
151
On the application of x test, its value (2.146) is less than table value at
5% level of significance. So null hypothesis is accepted. There is no
significant difference about the perception of career path and advancement in
career in SBI and PNB.
Table No. 4.34
Career Path and Procedure of advancement on the basis of post graduate qualification respondents of SBI and PNB.
Response SBI PNB Total
Yes 77
(81.05)
113
(79.02)
190
(79.83)
No 18
(18.85)
30
(20.98)
48
(20.17)
Total 95
(100)
143
(100)
238
(100)
A^= 17.033 P<.0 1
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
Table 4.34 shows about the awareness of respondents who are Post
Graduate about the career path in the banks and procedure of advancement in
career.
Table 4.34 manifests that respondents who are Post graduate i.e. 77
(81.05%) are aware about the career path and procedure of advancement in
career and only 18 (18.85%) respondents are not aware about this in SBI. On
the other hand in PNB 113 (79.02%) respondents are aware about the career
152
path and procedure of advancement in career and 30 (20.98%) respondents are
not aware about this.
While comparing the respondents of both the banks, it is very clear
from the table that there is no difference about the perception of awareness
about career path and procedure of advancement in career, because awareness
of respondents is 81.05% in SBI and 79.02% in PNB.
While applying x test, its value is (17.033) is higher than table value at
1% level of significance. So null hypothesis is rejected. It shows that there is a
significant difference about the perception of awareness of respondents about
career path and procedure of advancement in career in SBI and PNB among
the respondents, who are having the qualification of Post Graduation.
Table No. 4.35
Career Path and Procedure of advancement in career on the basis of work experience less than 10 years in SBI and PNB.
Response SBI PNB Total
Yes 43
(79.63)
22
(70.97)
65
(76.47)
No 11
(20.37)
9
(29.03)
20
(23.53)
Total 54
(100)
31
(100)
85
(100)
AT = 3.723 P > .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
153
The Table 4.35 shows about the awareness of career path and the
procedure of advancement in career by the respondents on the basis of work
experience less than 10 years.
The Table 4.35 shows that 43 (79.63%) respondents in SBI say that
they are aware of career path and. 11 (20.37%) say that they are not aware of
career path in the bank. On the other hand 22 (70.97%) respondents are of the
opinion that they are aware of career path and the procedure of advancement
in career and 9 (29.03%) are not aware in PNB. While comparing the response
of respondents of both the banks it can be said that there is no difference of
opinion about the awareness of career path.
On the application of x test, its value (3.723) is less than table value at
5% level of significance. So null hypothesis is accepted which means there is
no significant difference of opinion about the awareness of career path in their
banks among the respondents who are having experience of less than 10 years.
Table No. 4.36
Career Path and Procedure of advancement in career on the basis of work experience more than 10 years in SBI and PNB.
Response SBI PNB Total
Yes 131
(89.73)
144
(82.21)
275
(87.30)
No 15
(10.27)
25
(17.79)
40
(12.70)
Total 146
(100)
169
(100)
315
(100)
A^= 18.162 P < . 0
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
154
The Table 4.36 shows the perception about the awareness of career path
and procedure of advancement in career by respondents, on the basis of work
experience of more than 10 years.
The Table 4.36 shows that 131 (89.73%) respondents in SBI say that
they are aware of career path and 15 (10.27%) say that they are not aware of
career path in the bank. Whereas 144 (82.21%) respondents are aware of
career path in the bank and 25 (17.79%) respondents are not aware about the
career path in PNB. While comparing the respondents of both the banks it
seems that there is no difference in the opinion about awareness of career path
and procedure of advancement in career in SBI and PNB.
On the application of x test, its value is (18.162), which is higher than
the table value at 1% level of significance. This shows that null hypothesis is
rejected. There is a difference about the perception of awareness of career
path and procedure of advancement in career.
4.7.8 Placement Decision
Further a question was asked to the respondents to know how the
placement decisions are taken. They were asked to reply was it taken on the
basis of career growth or on the basis of performance appraisal or none of the
above. The data was analyzed to compare the perception of SBI and PNB
respondents on the basis of age, qualification and experience.
155
Table No. 4.37
Perception about placement decisions on the basis of age below 45 in SBI and PNB.
Response SBI PNB Total
On the basis of Career Growth
12
(17.90)
21
(30.88)
33
(24.44)
On the basis of Performance
Appraisal
40
(59.70)
42
(61.76)
82
(60.74)
None of the above 15
(22.40)
5
(7.36)
20
(14.82)
Total 67
(100)
68
(100)
135
(100)
^ - 7.496 P < .05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.37 shows the perception of respondents about the
placement decision in SBI and PNB.
The Table 4.37 manifests that 59.70% respondents of SBI, below the
age of 45, are of the view that placement decisions are taken on the basis of
performance appraisal in comparison to 60.74 % of PNB. On the other hand
17.90% in SBI say that decisions are taken on the basis of career growth in
comparison to 30.88% of PNB. The respondents i.e. 22.40% of SBI and
7.36% of PNB are of the opinion that none of the above method is adopted. So
from the above discussion it is very clear that there is difference of opinion
about placement decisions.
156
While applying x^ test, its value (7.496) is higher than table value at 5%
level of significance. So our null hypothesis is rejected. This shows that there
is a significant difference of opinion of the respondents about placement
decisions.
Table No. 4.38
Perception about placement decisions on the basis of age above 45 in SBI and PNB.
Response SBI PNB Total
On the basis of Career Growth
20
(15.03)
42
(31.9)
62
(23.39)
On the basis of Performance
Appraisal
65
(48.88)
83
(62.8)
148
(55.85)
None of the above 48
(36.09)
7
(5.3)
55
(20.76)
Total 133
(100)
132
(100)
265
(100)
x^ = 40.556 P < .01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.38 shows about placement decisions of the respondents
above the age of 45 in SBI and PNB.
The Table 4.38 depicts that in SBI, 36.09% respondents say that
placement decision are taken neither on the basis of career growth nor on the
basis of performance appraisal. In PNB only 5.3% agree to this view. In SBI,
48.88% are of the opinion that placement decisions are taken on the basis of
157
performance appraisal in comparison to 62.8 % respondents of PNB. There
are 15.03% respondents of SBI in comparison to 31.9% of PNB, who agree
that placement decisions are taken on the basis of career growth. From the
above discussion it can be concluded that there is a difference of opinion
about the placement decisions in SBI and PNB.
While applying x test, its value (40.556) is higher than the table value
at 1% level of significance. So our null hypothesis is rejected, which indicates
that there is highly significant difference of opinion about placement decision
of the respondents above the age of 45 in SBI and PNB, which is also shown
on the basis of percentage.
158
Table No. 4.39
Perception about placement decisions of Graduate respondents of SBI and PNB.
Response SBI PNB Total
On the basis of Career Growth
16
(15.24)
9
(15.80)
25
(15.44)
On the basis of Performance
Appraisal
54
(51.43)
46
(80.70)
100
(61.72)
None of the above 35
(33.33)
2
(3.50)
37
(22.84)
Total 105
(100)
57
(100)
162
(100)
j«^= 19.524 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.39 shows about the perception of basis of placement
decisions among the Graduate respondents of SBI and PNB.
The Table 4.39 depicts that in SBI 54 (51.43%) and 46 (80.70%) in
PNB, respondents say that placement decisions are taken on the basis of
performance appraisal. On the other hand 16(15.24%) respondents in SBI and
9 (15.80%) respondents in PNB agree that placement decision is based on
career growth. While 35(33.33%) of SBI respondents say that no method is
adopted for placement decision and only 2(3.50%) respondents of PNB are
agree about this statement. This shows that no method is adopted in SBI for
placement decision as indicated by the percentage also.
159
While applying x^ test, its value (19.524) is higher than table value at
1% level of significance. So null hypothesis is rejected. So, there is significant
difference of opinion about placement decisions to be taken by SBI and PNB,
which is also indicated by the percentage.
Table No. 4.40
Perception about placement decisions of Post Graduate Respondents of SBI and PNB.
Response SBI PNB Total
On the basis of Career Growth
16
(16.84)
54
(37.77)
70
(29.40)
On the basis of Performance
Appraisal
51
(53.69)
79
(55.24)
130
(54.63)
None of the above 28
(29.47)
10
(6.99)
38
(15.97)
Total 95
(100)
143
(100)
238
(100)
A = 26.586 P<.01
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.40 shows about the perception of respondents who are Post
graduate about the placement decision taken in SBI and PNB.
On the basis of Table 4.40 it can be concluded that respondents i.e.
(16.84%) are of the opinion that placement decision are taken on the basis of
career growth in comparison to respondents i.e. (37.77%) of PNB. It seems
from the table that there is no difference of opinion about placement decisions
160
on the basis of performance appraisal i.e. 53.69% in SBI and 55.24% in PNB.
On the other hand 29.47% respondents of SBI say that none of the above
concepts is considered while taking placement decision and 6.99% respondent
of PNB also agrees with the above view. From the above discussion it can be
said that there is a difference of opinion as a whole between the respondents
of SBI and PNB about placement decisions taken.
While applying x^ test, its value (26.586) is much higher than table
value at 1% level of significance. So, null hypothesis is rejected. This
indicates that there is a significant difference of opinion about placement
decisions in both the banks.
Table No. 4.41
Perception about placement decisions on the basis of work experience less than 10 years in SBI and PNB.
Response SBI PNB Total
On the basis of Career Growth
13
(24.07)
9
(29.03)
22
(25.89)
On the basis of Performance
Appraisal
29
(53.70)
20
(64.52)
49
(57.64)
None of the above 12
(22.23)
2
(6.45)
14
(16.47)
Total 54
(100)
31
(100)
85
(100)
x^ = 3.560 P>.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
161
The Table 4.41 shows about the perception of respondents having
experience less than 10 years about placement decisions in SBI and PNB.
The Table 4.41 manifests that 24.07% respondents of SBI and 29.03%
respondents of PNB are of the view that placement decisions are taken on the
basis of career growth and 53.70% respondents of SBI and 64.52%
respondents of PNB are of the opinion that placement decisions are taken on
the basis of performance appraisal. 22.23% respondents of SBI and 6.45%
respondents of PNB say none of above method is adopted for placement
decisions. So it can be predicted from above discussion that there is no
difference of opinion of the respondents of SBI and PNB.
While applying x^ test, its value (3.560) is less than table value at 5%
level of significance. So our null hypothesis accepted. This shows that there is
no significant difference of the opinion of respondents, having less than 10
years of experience in SBI and PNB.
162
Table No. 4.42
Perception about placement decisions on the basis of work experience more than 10 years in SBI and PNB
Response SBI PNB Total
On the basis of Career Growth
19
(13.01)
54
(31.95)
73
(23.17)
On the basis of Performance
Appraisal
76
(52.05)
105
(62.13)
181
(57.46)
None of the above 51
(34.94)
10
(5.92)
61
(19.37)
Total 146
(100)
169
(100)
315
(100)
x^ = 47.559 P <.05
Note : Figures in parenthesis depict percentage. Source: Data collected through questionnaire.
The Table 4.42 shows about the perception of respondents who have
more than 10 years of experience about placement decisions in SBI and PNB.
On the basis of Table 4.42 it was found out that 19 (13.01%)
respondents of SBI and 54 (31.95%) respondents of PNB agree that placement
decisions are taken on the basis of career growth. While 52.05% respondents
of SBI and 62.13% respondents of PNB agree that it is taken on the basis of
performance appraisal. Further in SBI, 51 (34.94%) respondents are of the
opinion that placement decision are not taken by considering career growth or
performance appraisal, in comparison to 10 (5.92%o) respondents of PNB.
163
From the above discussion it can be concluded that there is a difference of
opinion of the respondents of SBI and PNB about placement decisions.
While applying x^ test, its value (47.559) is higher than table value at
1% level of significance. So our null hypothesis is rejected. So it can be said
that there is a significant difference in the opinion of respondents, who have
more than 10 years of experience, about placement decision in SBI and PNB
banks.
4.8 CONCLUSION
To sum up, in the opinion survey conducted by researcher, it was found
that majority of the respondents were satisfied with the appraisal system in
both the banks but the difference was not statistically significant, on the basis
of X square test. As for the identification of training needs are concerned, it
was found that appraisal system has some impact in SBI and to large extent in
PNB. People prefer self appraisal in both the banks as it helps in motivating
self development. On the basis of method of appraisal preferred i.e. trait based
and performance based, respondents were of the view that performance based
appraisal is preferred. As far as the basis of evaluation was concerned, the
survey shows that general intelligence, initiative etc. have no place in
evaluation. Most of the respondents in both the banks stated that job
knowledge and performance are the basis used for appraisal in both the banks.
Lastly people are aware of their career path but the path is too long to cover in
one's normal work life span. Placement decisions were claimed to be taken on
the basis of appraisal.
164