CE

AN NT
RM ME
O E
F
G
R
A
PE AN
M

QUESTIONS:
Q1- Does your organization operate a formal performance
management system?
Q2- If Yes which of following group of employees does this process?
Q3- What are the techniques that are used in your organization for
the access of performance management?
Q4- Please indicates which of the following methods of performance
appraisal is a part of your system Ranking method or BARS?
Q5- who sets performance goals and requirement for individual?
Q6- Does your organization determine reward strategy?
Q7- If yes then which type of reward strategy?
Q8-Does the organization analyze gaps between rewards systems
and reward objectives?

Q9- Does your company determines rewards components?

Q10- Does your company have well designed reward policy?
Q11- What do you prefer a team or an individual?
Q12- Which Team strategy you prefer (Problem solving or
Opportunity seeking)?
Q13-Do you think workers in the team works in more
collaboration in your organization?
Q14- Please explains something about your organizational
culture?
Q15- What does your organization do in order to maintain the
culture of organization?
Q16- Do you identify gaps in order to improve culture?
Q17-Do your organization does career planning?

Q1- Does your organization operate a formal performance

management system?
ANS: Yes we operates in a formal Performance Management System.

Q2- If Yes which of following group of employees does this process?

ANS: Basically Managers of every department does that or you can
say the manager of every department is responsible to evaluate
the performance.

Q3- What are the techniques that are used in your organization for
the access of performance management?
ANS: we use both methods like observational and we do assessment
of the employee in the shape of performance evaluation.

Q4- Please indicates which of the following methods of performance appraisal

is a part of your system Ranking method or BARS?
ANS: we use ranking method which is basically a force ranking method and we
dont use BARS we use the Bell Curve from which we evaluate our
employees.

Q5- who sets performance goals and requirement for individual?

ANS: Manager of the department sets performance goals and there is an agree
system. Goals are set only when they are agreed by the employee so it is a
good and healthy negotiation between the manager and the employee.
Q6- Does your organization determine reward strategy?
ANS: Yes every good organization does that and we also have a reward
strategy . We change the policy according to the situation basically you
have to recognize the need of the employee some employees like good pay
and monetary rewards and some wants only motivation and appreciation so
we change it according to the situation because with a strategy you cannot
fill the market gap first you have to analyze the gap then you have to make
a strategy to full fill that gap.

Q7- If yes then which type of reward strategy?

ANS: As I said it depends on the employee that what his need is so by
analyzing his needs we decide our reward strategy.

Q8-Does the organization analyze gaps between rewards systems and

reward objectives?
ANS: Yes we have to analyze it because without analyzing the gap
cannot make any strategy. If you want to retain your employee
have to look what market is offering and what we are giving so this
between the market and the strategy is filled by analyzing the gap
then make a strategy which can keep the employee happy.

you
you
gap
and

Q9- Does your company determines rewards components?

ANS: Yes we grant our employee with monetary (Bonus, incentives), non
monetary ( insurance , medical) and in direct rewards (an yearly award
ceremony) because it is a source of motivation for an employee because
employee working here in the is key for this company.

Q10- Does your company have well designed reward policy?

ANS: Yes we do have a well designed policy and a good or big
organization usually have a well balanced reward policy
because in today`s world an organization cannot survive
without making a good policy and weconsider rewards as an
important and sensitive thing in the organization and there
is a possibility that employee relates his rewards with the
others that can create a mindset of injustice. So it has to be
allocated fairly and fair allocation of resources is only
possible when the company have strong policies.
Q11- What do you prefer a team or an individual?
ANS: A team is always better than an individual work.

Q12- Which Team strategy you prefer (Problem solving or Opportunity seeking)?
ANS: We use both strategies because for problem solving you have to be
reactive and for opportunity seeking you have to be proactive. The members
in a team are specialists for example one specialist is selected from HR, one
from Finance , one from Community development this is the way a team is
built and all these members should be proactive and reactive at the same
time because they all are in a situation where they have to solve a problem
and if they are not efficient enough to react immediately then they can`t be a
member of a team and after getting the solution they have to become
proactive and have to take measures for the future so that they can never
face the same problem again. As opportunity seeking they have to be
proactive again so they can grab the opportunity fast to avoid the problem.

Q13-Do you think workers in the team works in more collaboration in your
organization?
ANS: Yes they do work with collaboration because without collaboration they
can`t be successful. When the minds of specialists combine the results are
unbelievably remarkable sometimes.

Q14- Please explains something about your organizational

culture?
ANS: First of all you cannot set a culture in one day it take
years to create a culture which is desired by the
organization we have a good friendly and flexible culture
and if we want to suggest something about the culture we
the suggestion box in every department where we give our
feed back if we want to add or subtract something from the
culture.

Q15- What does your organization do in order to maintain the

culture of organization?
ANS: As I said we give feed back to manager basically manager
of the department controls the culture and we are the ones
who give feed back to maintain culture.

Q16- Do you identify gaps in order to improve culture?

ANS: As I said the managers are responsible to maintain the
culture and with the help of feedback they identify the gaps
and maintain a culture which suits everyone.

Q17-Do your organization does career planning?

ANS: The right word for it is career development yes we do
have career development plan which we named as
Individual development Plan where we train them to
become more productive. Well in our organization we prefer
that on employees of job group 9 and above.

EVALUATION OF PERFORMANCE
MANAGEMENT PRACTICES IN
ORGANIZATION:
Competitive
advantage
by
placing

Proper

performance management system.

Proper reward system , strategies and policies are
source of effectiveness.
Creating and maintaining culture is important for
organization.
Career development plan means a lot in organization
because this can help your employee to enhance his
career, competencies and skills that is required in the
particular job and for the company this career
development plans helps them to be more productive
in the competitive environment.

CONCLUSION:
Performance Management is an effective way for a company
to achieve their goals and also a good ways for the
betterment of the employees who are working in the
organization.
Creation

of

effective

policies

regarding

Performance

Management and its interventions (Reward strategy, Culture

strategy , team strategy , career strategy ) can make
organization more productive and effective.