The Scarlet Letter and Hester

A CHAPTER-BY-CHAPTER READING GUIDE FOR THE SCARLET LETTER A 1636 Plymouth Colony law required anyone convicted of adultery to â€Å"wear two Capital letters viz AD cut out in cloth and sowed on theire uppermost Garments on their arme or backe; and if att any time they shallbee taken without the said letters whiles they are in the Govrment soewarn to bee forthwith taken and publickly whipt. â€Å"[1] Other Massachusetts colonies had their own versions of this law.In fact, â€Å"The Capitall Lawes of New-England, as they stand now in force in the Common-wealth, by the Court, in the years 1641, 1642, established within the jurisdiction of Massachusetts,† proclaim that â€Å"if any person committeth adultery with a married or espoused wife, the Adulterer, and the Adulteresse, shall surely be put to death. † Chapter 1—The Prison Door Paragraph two explains the typical allotment of land in a Puritan town. What three establishments are early accounted for on Isaac Joh nson's lot? What does this information tell us about Puritan values?How does Hawthorne describe the prison? Identify a significant metaphor in the second paragraph. A pathetic fallacy is a literary device in which Nature appears to understand human feeling and respond accordingly. An example is believing that the sun is shining because you are happy, or that a day is dark and rainy because you are feeling depressed. Hawthorne employs a significant pathetic fallacy in this opening description. Can you locate it? What grows near the prison? What does Hawthorne say it symbolizes? Chapter 2—The Market Place 1. When does the story take place? . For what purposes did people sometimes gather in front of the prison door? 3. Who seems especially interested in the punishment that is about to take place? 4. Pay attention to conversation among the women. What is their attitude toward Hester? Are they unanimous? 5. Note the description Of Hester, the novel's heroine. What seem to be her o utstanding characteristics? What is unusual about her? What do people notice first when seeing her (â€Å"the point which drew all eyes†)? 6. Note again the women's conversation. What appears to be their opinion of Hester now? 7.The beadle's words, â€Å"A blessing on the righteous colony of the Massachusetts, where iniquity is dragged out into the sunshine,† might engender some thinking about values. Does it seem to you that exposing iniquity is worthy of a blessing? Do we seem to feel it proper today to expose personal behavior, especially wrongdoing, to public view? 8. What is Hester's punishment that day? What does Hawthorne say about this kind of punishment, the kind that does not allow the culprit to hide his or her shame? 9. What is purpose of contrasting Hester and her baby to â€Å"the image of Divine Maternity†? 0. Pay particular attention to the description of â€Å"the man well stricken in years. † Who do you think he is? Chapter 3—The Recognition Read carefully the second paragraph. Who is the man at the Indian's side? Imagine that you are this man. What information do you, a stranger to Boston, learn from the townsman with whom you talk? The townsman says that the magistrates of Boston have, â€Å"in their mercy and tenderness of heart,† softened Hester's punishment. What do you think of this mercy? For what reason do Governor Bellingham and the ministers speak to Hester? Why does Mr. Wilson think Mr.Dimmesdale should speak to Hester? What is Dimmesdale's feeling about this job? Note with care the first description of Dimmesdale. 5. What effect do Dimmesdale' swords have on Hester? On the baby? 6. What kind of father does Hester say her baby will have? 7. Contrast the two ministers' different reactions to Hester's refusal to name her fellow sinner. Chapter 4—The Interview 1. Why did the jailer send for a doctor for Hester? 2. You ought to know for certain, by the seventh or eighth paragraph of this chapter, just who this man is. What clues (in previous chapters) has Hawthorne given you as to his identity?Why, do you suppose, does Chillingworth want to keep his identity a secret? 3. It would be so easy for Chillingworth to kill Hester. Why does he want her to live? 4. Upon whom does Chillingworth put the blame for Hester's sin? How much is her fault? How much is his own? 5. How much revenge does Chillingworth plan to get on Hester? (A particular line in their conversation tells us exactly. ) Who is the real object of Chillingworth's revenge? 6. The paragraph beginning â€Å"Never, sayest thou? † if read well, can reveal exactly what kind of person Chillingworth is.Read it with a touch of villainy in thy voice and thou must needs quake with fearfulness at the plan this mis-shapen scholar. (Do you see how easy it is to get carried away? ) 7. Hester says something interesting about how a person's words may lead to one interpretation of his character and his actions may lea d to another. How do Chillingworth's words present him? His actions? 8. What request does Chillingworth make of Hester? What is his reason? Chapter 5—Hester at Her Needle How does Hester feel upon leaving prison? What does the future have in store for her?You might wonder why Hester doesn't leave Boston, since it is only in Boston that she must wear the scarlet letter. What are her reasons? Be sure not to overlook the most important of them. What features of Hester's home seem most appropriate? How does Hester make a living? In what ironic way does she advertise her skills? 5. Who were the only ones who made no use of Hester's services? Why? 6. What does Hester do with the extra money she earns (â€Å"her superfluous means†)? What does this tell us about her character? 7. Hawthorne compares Hester's scarlet letter with the mark on Cain's forehead.If you don't know about Cain's mark, you can read about it in the Bible in Genesis 4:1-16. Biblical allusions are not uncomm on in literature, so a well-read person is familiar with the major stories of the Bible. This familiarity has nothing to do with a person's religious beliefs. 8. What specific â€Å"tortures† (â€Å"the innumerable throbs of anguish†) does Hester endure? 9. In the penultimate (that is, the next to the last) paragraph of the chapter, Hawthorne begins to suggest that there might be some positive feature of Hester's wearing the scarlet letter.What is it? 10. Observe how Hawthorne uses one of his favorite devices, intentional ambiguity, in the last paragraph. Chapter 6—Pearl Why does Hester name her baby Pearl? Pearl is a significant character in this novel, so pay attention to the detailed description of her. Isn't it a paradox that Pearl, the product of sin, is â€Å"worthy to have been brought forth in Eden†? In the fourth paragraph, the â€Å"Scriptural authority† is Proverbs 13:24, which reads, â€Å"He that spareth his rod hateth his son; but he that loveth him chasteneth him betimes. (In modern English, parents who withhold punishment actually hate their children, but those that love them correct their behavior early. â€Å") What is Hawthorne saying about the way parents raised their children in Puritan times? How does Hester raise Pearl? Why does Pearl seem not to be a human child? Why is Pearl an â€Å"outcast of the infantile world†? What kind of games did â€Å"the Puritan nurture †¦ permit† children to play? Do they seem like fun to you? What is the attitude of the Puritan children toward Pearl? 9. What does Pearl use for playthings? Hawthorne calls them â€Å"the puppets of Pearl's witchcraft,† a good phrase. ) 10. The reference to â€Å"dragon's teeth† (in the same paragraph) is an allusion to a Greek myth in which Cadmus kills a dragon and plants his teeth. The teeth grow into warriors who fight each other until only few are left alive. This myth, incidentally, is the beginning o f the story that eventually comes to concern Oedipus Rex, but there is no association to be made between that story and this one. 11. What was the first thing Pearl noticed in her mother? 12. What happens when Hester sees her reflection in Pearl's eyes?This is still another example of intentional ambiguity. 13. Who do the gossiping neighbors claim is Pearl's father? Chapter 7—The Governor's Hall 1. What two reasons does Hester have for visiting the governor? 2. In what way does Pearl remind Hester of the scarlet letter? 3. Contemplate the tremendous significance of Hester's looking into the armour, which reflects the scarlet letter disproportionately and hides Hester behind it. 4. The description of the garden recalls the Garden of Eden, an appropriate suggestion since we have already seen references to the Garden of Eden earlier in the novel.Pearl's crying for a red rose may suggest the desire for forbidden fruit, and the refusal by Hester (â€Å"I hear voices in the garden †) may correspond to Genesis 2:16-17 and 3:6-8 (â€Å"the voice of the Lord God walking in the Garden). A comment here about allusions, Biblical and otherwise: it can be frustrating to the student to encounter several allusions and need to have all of them pointed out. A common reaction is then to reject them or to express doubt that the author intended the allusion. Students need to be reminded that they are relatively inexperienced in reading literature intended for literate and educated readers.Instead of being defensive about it, they will find it much more productive to accept whatever assistance is offered. The more they read the better they will become at recognizing references to other literature and history. In the meantime, they do best to keep their eyes and minds open. Biblical allusions present a particular problem among people who are sensitive about the presence of the Bible in the school. While that sensitivity is understandable, it is important for teachers, especially teachers of challenging academic programs, to remember and remind others of the enormous influence the Bible has had on western culture.If we eliminate the Bible as literature, we eliminate a huge portion of mature literature, art, music, architecture, theatre, and all the other arts as well. Chapter 8—The Elf-Child and the Minister 1. Who arc Bellingham's guests? Which is not in good health? Why? Which is the medical advisor to the sick one? 2. All of the descriptions of Pearl by Bellingham and his guests remind the reader of what important visual fact? 3. What matter were Bellingham and his guests discussing before Hester's arrival? 4. Be sure you understand both sides of the argument between Hester and Bellingham. 5. How does Wilson â€Å"test† Pearl?How does she do on this test? 6. Specifically, what is Pearl's answer? How did she get such a strange idea? What else do you know about the prison rosebush? Think back to chapter 1, where Hawthorne said it wa s a symbol, and see if you can't work out the symbolic significance of this incident. 7. How has Chillingworth changed over the years? 8. To whom does Hester turn for assistance in her attempt to keep Pearl? Why does she feel he can help? 9. Dimmesdale says that Pearl is both a blessing and a torture for Hester. How is this true? 10. Pay special attention to Dimmesdale's words beginning, â€Å"†¦ his boon was meant. † 11. As Hester and Pearl leave, â€Å"it is averred† that something happened. Hawthorne likes to include hearsay, gossip, rumor, legend, and so on in his story. Where have we seen it already in this novel? Keep an eye open for other instances as we read on. 12. Who stops Hester as she departs? For what purpose? Chapter 9—The Leech When you look up leech in the dictionary, you will find several definitions. Which of the many possibilities seems most appropriate here? The first three paragraphs explain how Chillingworth sets up his medical practi ce in Boston. Who becomes Chillingworth's prime patient?What is his illness? What is Dimmesdale's most characteristic gesture? Why do you suppose he makes this gesture? 5. Observe how typically the people of Boston, when they are unable to explain Chillingworth's arrival out of the blue, create a rumor about him. 6. â€Å"So Roger Chillingworth† begins a really important section, describing the relationship that develops between Chillingworth and Dimmesdale. 7. What happens â€Å"after a time, at a hint from Roger Chillingworth†? 8. The penultimate paragraph (you had that word in chapter 5, question 9) compares or associates Chillingworth with whom?Chapter 10—The Leech and His Patient 1. Dimmesdale develops a characteristic similar to Hester's in that he was â€Å"suspicious of all mankind. † The conversation between Chillingworth and Dimmesdale concerning confession of sin is worth special attention. Apparently Dimmesdale is concealing some sin. What mig ht that sin be? Really? What occurrence interrupts this conversation? What is unusual about Pearl's behavior? Do you see any symbolic meaning in Pearl's placing the prickly burdock on Hester's scarlet letter? If not, think some more until you do. When Dimmesdale refuses to â€Å"open †¦ he wound or trouble† in his heart to Chillingworth, to whom does he say he will bare his soul? Hawthorne makes a joke! It doesn't happen often, so let's not let this one get by. Dimmesdale falls asleep over a book which â€Å"must have been a work of vast ability in the somniferous school of literature. † (The humor depends on your knowing what â€Å"somniferous means. ) The final two paragraphs are exceptionally important. Hawthorne does not say what Chillingworth saw, but maybe you can imagine. Anyhow, you might wonder what could have made Chillingworth so happy. Can you think of a fairy tale character that Chillingworth resembles here?Chapter 11—The Interior of a Heart 1 . What has become of Dimmesdale's attitude toward Chillingworth? 2. Even though his health is failing, how are Dimmesdale's fortunes as a minister? 3. Interestingly, Dimmesdale is annoyed by the high regard his parishioners have for him (â€Å"the agony with which this public veneration tortured him†). Here is another example of intentional ambiguity, a form of irony. Dimmesdale is not what the people think he is. 4. It's almost humorous how the congregation mistakes Dimmesdale's statements of his sinfulness. (Almost, but not quite. ) 5.Compare the visions Dimmesdale has in his â€Å"lengthened vigils† with Hester's reminiscence in chapter 2. Why does Hester appear in Dimmesdale's vision? What is important about her gesture? Chapter 12—The Minister's Vigil Where does Dimmesdale go? Probably it's not just accidental that it's been seven years since Hester stood on the platform. Seven has been a magical number since ancient times. Why does Hawthorne say that †Å"many culprits †¦ have ascended† the platform? With what is he asking us to associate it? In other words, what is he making the platform a symbol of? Do you know by now why Dimmesdale is climbing it?No one comes when Dimmesdale screams. Why? What does Dimmesdale see from the scaffold? Where has Wilson been that night? Where have Hester and Pearl been? Do you think it is a fitting place for a seven-year-old girl to be? Maybe she had to come along because her mother couldn't get a babysitter. What does Dimmesdale invite Hester and Pearl to do? How does Dimmesdale feel as he touches Pearl's hand? Why do you suppose he feels this way? The paragraph beginning â€Å"But before Mr. Dimmesdale had done speaking† is very important. Read it carefully. Most of the novel's important symbols are brought together at this moment.What is the light in the sky? What does this unnatural light reveal? How is Pearl a connecting link between Hester and Dimmesdale? (You might have two a nswers, one literal, one figurative. ) Why does Dimmesdale have his hand over his heart? 10. Who is standing across the way watching the scene? How does Dimmesdale feel about him? Are you surprised to hear him say so? 11. What does the sexton give to Dimmesdale? How does the sexton account for Dimmesdale's loss of this item? 12. How does the sexton (speaking for the townspeople) interpret the light in the sky? 13. This chapter is the halfway point in the novel.Because of the novel's rigorous construction, the midpoint is the climax. From this point on, we are heading toward the resolution. Chapter 13—Another View of Hester 1. Can you explain why Hester feels an obligation toward Dimmesdale? 2. Hawthorne writes in the middle of the second paragraph that â€Å"It is to the credit of human nature, that†¦ it loves more readily than it hates. † Do you think he's right? Has he illustrated this theme anywhere in the novel? 3. This chapter, which discusses Hester's life, explains why the townspeople change their views of Hester. Although it is mostly descriptive, be sure you understand why they do. 4.The sentence â€Å"Had she fallen among thieves, [the scarlet letter] would have kept her safe† is an allusion to the parable of the Good Samaritan, told in Luke 10:30-37. It's worth reading. 5. What is the â€Å"sad transformation† that has come over Hester? 6. Notice that Hawthorne says of Pearl that her â€Å"nature had something wrong in it, which continually betokened that she had been born amiss. † What other characters' outward appearances suggest their inner natures? This is a significant feature of romantic literature, one that continues through our own time, especially in the movies. 7. This chapter is typical of Hawthorne's circular style.He begins by discussing Hester's attitude toward Dimmesdale, and then wanders into related matters until he eventually returns (â€Å"Now, however, her interview with the Reverend Mr. D immesdale†) to the first thought. He did this before when Hester stood on the scaffold in chapter 2. Hawthorne builds entire chapters, as this one, around this device; or, more often, he constructs his longer paragraphs this way. This observation might help you to read the longer paragraphs with more comprehension. 8. How do you explain, in the first sentence of the final paragraph, the phrase â€Å"her former husband†? How did he get to be her former husband?Did I miss a divorce somewhere? Or is there another explanation? Chapter 14—Hester and the Physician 1. Hawthorne says again that a great transformation has come over Chillingworth. He has changed â€Å"himself into a devil. † We have seen before how Chillingworth has been compared to Satan. 2. The conversation between Hester and Chillingworth should be self-explanatory. Notice Hester's request: â€Å"Forgive, and leave his further retribution to the Power that claims it. † Perhaps this is a th eme of the novel. 3. Chillingworth says, â€Å"Let the black flower blossom as it may. † Do you remember what the black flower is? What does he mean here?Chapter 15—Hester and Pearl 1. Hester declares that she hates Chillingworth. Do you think she has good reason? 2. How has Pearl been amusing herself? 3. Pearl makes a letter to wear herself. You might consider what significance the two colors of the two letters have: scarlet for Hester and green for Pearl. What might green symbolize in connection with Pearl? 4. Why is Pearl's response to her mother's questions concerning why she wears the scarlet letter ironic? 5. For what reasons does Hester consider telling Pearl why she wears the letter? 6. You can see how Pearl is getting on her mother's nerves. How would you have answered Pearl?Do you believe, as Hester does, that â€Å"There are many things in this world that a child must not ask about†? Notice that Hester, at the end of the chapter, answers Pearl â€Å" with an asperity that she had never permitted to herself before. † Chapter 16—A Forest Walk This chapter begins what is for many readers the most memorable part of the novel. Remember that Hawthorne has called his novel â€Å"a tale of human frailty and sorrow. † In chapters 16-19 you will be expected to respond to this sorrow. Watch especially how every possibility for happiness is eliminated. Watch also how Hawthorne uses images of light and dark in the forest.If you are a romantic, you will find this scene especially moving. 1. Why won't Hester visit Dimmesdale in his study? 2. Notice how the sunlight withdraws as Hester approaches it. What does the sunlight symbolize here? Why is there none for Hester? If you have forgotten about the pathetic fallacy, return to chapter 1, question 3 for a reminder. 3. What stories has Pearl heard? What does Pearl think Hester's letter has to do with the Black Man? 4. Notice how Hawthorne compares Pearl to the brook. Showing p eople and Nature as one was a favorite technique of Romantic writers. 5. Observe, too, how sorrowfully Dimmesdale approaches.Chapter 17—The Pastor and His Parishioner How do Hester and Dimmesdale approach each other? Notice the things they speak of—the weather, their health. Why is it so hard for them really to communicate with each other? Just before Hester tells Dimmesdale that Chillingworth was her husband (again she uses the past tense), she stresses the value of truth. Of what significance should this speech be to Dimmesdale? Hester asks Dimmesdale to forgive her and let God take care of her punishment—the same request she made of Chillingworth. Why does Dimmesdale consider Chillingworth to be the worst sinner of the three?Hester speaks here one of the most important lines of the novel: What we did had a consecration of its own. Be sure you understand all the implications of this sentence. She (and Dimmesdale) considered their â€Å"sin† to be morall y acceptable (it was consecrated) in a system of laws higher than those of the church. Hester is trying to justify herself by saying that in some cases state laws are imperfect and do not, or should not, apply in all cases to all people. But she cannot think that she was following God's laws, because adultery is forbidden by the Ten Commandments. Then is she placing her individual law above even God's law?Can she do this? Does Hester consider her love for Dimmesdale to be more important or holier than the Ten Commandments? This is a topic—the conflict between personal law and public law— that appears in a great number of important literary works, such as Antigone, Crime and Punishment, and The Crucible, to name just a few. What courses of action does Hester suggest to Dimmesdale so that he can rid himself of Chillingworth's menace? Why is none of them satisfactory to him? Chapter 18—A Flood of Sunshine 1. Again Hawthorne gives a positive result of the scarlet le tter—it was Hester's â€Å"passport into regions where other women dared not tread. 2. Was Dimmesdale's sin a sin of passion or of principle? 3. In paragraph 4, Hawthorne gives a very succinct statement concerning Dimmesdale's predicament: â€Å"between fleeing as an avowed criminal, and remaining as a hypocrite, conscience might find it hard to strike the balance †¦. † This is an example of a dilemma, a choice between two equally unpleasant alternatives. To be in such a situation we say is to be â€Å"on the horns of a dilemma. † If you interpret the metaphor to suggest being tossed by a bull, you see immediately how painful that can be. 4. What does Dimmesdale, after a struggle, resolve to do? What are his reasons? . What does Hester do to make it as though the past had never been? (Don't let this question go unanswered. We've been waiting seven years †¦ ) 6. How does she feel after she has done this significant thing? Note the line, â€Å"She had not known the weight until she felt the freedom. † 7. The paragraph beginning, â€Å"The stigma gone †¦ † is important. Hester removes her cap and her letter, and lets her hair fall down. Look back to chapter 13, where the letter, cap, and hair had been mentioned as symbols of Hester's â€Å"sad transformation† from beauty to plainness. These same symbols are used here to reveal Hester's natural beauty.Notice that this chapter is called â€Å"A Flood of Sunshine,† a title involving a metaphor, Hester's hair is another such flood. What happens, concerning the sunshine, when Hester's hair falls down? This is one the great pathetic fallacies in all of literature. 8. Notice how Nature reacts to the love between Hester and Dimmesdale. â€Å"Such was the sympathy of Nature †¦ † Hawthorne uses the word â€Å"sympathy† in its more general sense of feeling the same (â€Å"sym† meaning the same and â€Å"pathos† meaning feeling) rather than feeling sorry for someone. 9. Pearl is standing in a beam of sunshine, of course.The flickering light makes her look â€Å"now like a real child, now like a child's spirit. † How Hawthorne loves visual ambiguity! How do the animals of the forest treat Pearl? Note the hearsay: â€Å"A wolf, it is said— but here the tale has surely lapsed into the improbable. † Why does Pearl approach slowly when she is called? Chapter 19—The Child at the 15 rook side 1. Hester and Dimmesdale talk very lovingly of their child. 2. What is the effect of the reflection of Pearl in the pool? 3. What does Dimmesdale do when Pearl looks at him? Then, how does Pearl respond to this gesture? 4. Why won't Pearl come to Hester? 5.Does Pearl's command â€Å"Come thou and take it up† seem to you as though she were reminding her mother of her guilt? 6. What happens as Hester puts up her hair? Why? 7. Remember that in the second scaffold scene Pearl asks if Dimmesdale will stand with Hester and her in broad daylight. What similar request does Pearl make of Dimmesdale now? 8. What does Pearl do when Dimmesdale kisses her? Chapter 20—The Minister in a Maze What arrangement has Hester made for Dimmesdale, Pearl, and herself? Why does Hawthorne consider Dimmesdale â€Å"so pitiably weak†? Note the final sentence of this paragraph (the third), which makes use of ambiguity.What strange feeling does Dimmesdale have as he returns to the town? Be sure to know the meaning of the word â€Å"mutability. † What three people does Dimmesdale meet? What does he want to do to each of these people? Why? In the paragraph about the old woman, Hawthorne writes that she might have dropped dead when she heard Dimmesdale's words, â€Å"as by the effect of an intensely poisonous infusion. † You might be interested to know that in the 1600s it was common belief that a person could be killed if poison were poured, or infused, into his ear. Shak espeare, writing in the early 1600s, used this belief as a method of death in Hamlet.What is the importance of the episode between Dimmesdale and Mistress Hibbins? Chapter 21—The New England Holiday 1. â€Å"The day† in the first sentence is three days after the forest scene. The rest of the novel's action takes place on this day. 2. How does Hester feel on this particular day? To what does she look forward? 3. Notice that Pearl's â€Å"garb is all of one idea with her nature,† suggesting again the relationship between her outer appearance and her inner nature. 4. Why is Pearl confused as she and Hester reach town? 5. Notice the forms of entertainment popular in England that are not to be found in Massachusetts. . Hawthorne writes, â€Å"the generation [which came after the first Puritans] wore the blackest shade of Puritanism, and so darkened the national visage with it, that all the subsequent years have not sufficed to clear it up. We have yet to learn again the forgotten art of gayety. † Do you agree? 7. Notice that Chillingworth is talking with the captain of the ship. Why do you suppose that he is doing that? 8. What news does the captain bring Hester? How does she respond to it? Chapter 22—The Procession The first part of this chapter is a lavish description of the groups performing in the parade.Note the description of Dimmesdale as he marches. What does Mistress Hibbins know that Hester wishes she didn't? The paragraph beginning â€Å"This vocal organ† is a description of Dimmesdale's sermon. What message does the ship's captain give to Pearl? It is sad to read in the penultimate paragraph the sentence beginning, â€Å"Hester saw and recognized. † Chapter 23—The Revelation of the Scarlet Letter 1. What is the townspeople's reaction to Dimmesdale's sermon? 2. How does Dimmesdale feel about his career as a minister at this time? (Look in the third paragraph. ) 3. After he gives his sermon, what cha nge comes over Dimmesdale? . Why does Chillingworth try to stop Dimmesdale? After all, hadn't he wanted Dimmesdale's guilt to be known? 5. Where is the only place that Dimmesdale could have escaped Chillingworth? What does this mean? 6. What does the crowd see as Dimmesdale tears away his â€Å"ministerial band†? Are you sure? 7. Does Dimmesdale think he and Hester will meet again in Heaven? Why? 8. â€Å"By giving me this burning torture to bear upon my breast†Ã¢â‚¬â€is this line meant to be taken literally or figuratively? Note how the alliteration, which makes the line quite poetic, provides emphasis. 9. What happens as Dimmesdale dies?Chapter 24—Conclusion As might be expected, â€Å"there was more than one account of what had been witnessed on the scaffold. † What explanations are offered for what had happened? How does Hawthorne feel about those who say that Dimmesdale never said that he was Pearl's father? Does the moral beginning â€Å"Be true! Be true! Be true! † seem like a theme to you? Compare it to what Pearl said to Dimmesdale on the scaffold in chapter 12. What happened to Chillingworth? Why might love and hate be really â€Å"the same thing at bottom†? Who is Chillingworth's beneficiary? Be sure you know what happens to Hester and Pearl.Who discovers that Hester has returned? 10. What, according to rumor, has become of Pearl? 11. What role does Hester play in the community? What is Hester's â€Å"firm belief of which she assures unhappy women? For a novel written in 1850 this is a remarkably contemporary idea, Beside whom is Hester buried? â€Å"†Gules† is the color red. â€Å"Sable† is black. The final sentence, which summarizes the whole novel in a remarkably concise and symbolic way, is the description of Hester's tombstone. Before the days of colored printing, people had to find a way to instruct engravers who were oing to produce coats of arms, banners, flags, and the like. Th is sentence says that Hester's tombstone, which has a black background (a field sable), will be engraved the letter A in red (gules). Think of all the other things in the novel that can be described with that sentence—the midnight sky in the second scaffold scene; Hester's blouse; Hester's life, which seems to have been very bleak with only one moment of happiness; even the Puritan period of American history, which was a dark period, as Hawthorne tells it, â€Å"relieved only by one ever-glowing point of light. Let us remember that the name Hester—an archaic form of Esther—means â€Å"star. † You might remember that Chillingworth said that Hester â€Å"will be a living sermon against sin, until the ignominious letter be engraved upon her tombstone. † Yet the letter can represent something other than Adultery. We have already come to see it represent Able, Art, and Angel. What else might the A have meant to Hester? Remember that in some Massachuset ts communities, Plymouth among them, the punishment for adultery was to wear the letters AD.What could AD have represented to Hester? Congratulations. By reading this novel you have accomplished something noteworthy and gained a great deal—you have increased your reading skills, expanded your vocabulary, considered value systems that might be different from your own, investigated human psychology, and, it is to be hoped, undergone an emotional experience that will never leave you. ———————– 1] Here is an opportunity for the teacher to point out that English spelling and usage were not firmly fixed in the seventeenth century. ‘Their† and â€Å"theire† appear in the same sentence, â€Å"sowed† in modern English would be â€Å"sewn,† and other word forms, while recognizable, have changed in the last three and a half centuries. ———————– N OTE: This is only to function as a â€Å"reading guide† to help you better understand the novel. 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Performance Appraisal System

â€Å"A STUDY ON PERFORMANCE APPRAISAL SYSTEM† DONE FOR â€Å"BAJAJ FINSERV LIMITED† PROJECT REPORT Submitted in the partial fulfillment for the award of MASTER OF BUSINESS ADMINISTRATION Submitted By SOFIYA TARRANNUM (Roll No- 2128-11-672-018) Under the guidance of ASHARA ANJUM HYDERABAD PRESIDENCY P. G. COLLEGE (Affiliated to Osmania University Hyderabad, and approved by AICTE. DECLARATION I here by declare that the project work entitled â€Å"A STUDY ON PERFORMANCE APPRAISAL SYSTEM†, submitted by me under the supervision of, ASHARA ANJUM, Department of MBA, HYDERABAD PRESIDENCY P.G COLLEGE. HYDERABAD submitted for the requirement for the award of the Master of Business Administration of OSMANIA UNIVERSITY and it is entirely original and has not been submitted earlier by any one for any Degree or Diploma. PLACE: HYDERABAD DATE: (SOFIYA TARRANNUM) ROLL NO : 2128-11-672-018 CERTIFICATE This is certify that the project work entitled â€Å"A STUDY ON PERFORMANCE A PPRAISAL SYSTEM† is bonafide work done and submitted by SOFIYA TARRANNUM, in partial fulfillment of the requirements for the award of the degree of â€Å"MASTER OF BUSINESS ADMINISTRATION† in â€Å"HYDERABAD PRESIDENCY P.G COLLEGE† (Affiliated to Osmania University, Hyderabad and approved by AICTE, during the year 2012-2013. ASHARA ANJUM ARSHAD UR REHMAN Project Guid Head of Department Hyderabad Presidency P. G College Hyderabad Presidency P. G College Hyderabad-500089. Hyderabad -500089. ACKNOWLEDGEMENT First of all, I think almighty god who has blessed me all through my life. I wish to express my sincere indebtedness to our principal, prof.ARSHAD UR RAHMAN. HYDERABAD PRESIDENCY COLLEGE. My profound thanks and deep sense of gratitude of , Head of the Department, HPC for his valuable support and encouragement . I express my sincere thanks to my guide, ASHARA ANJUM, associate professor for their valuable guidance and suggestions and being instrumental in having sh ape to my project work. I would like to thank entire faculty members in Hyderabad Presidency p. g college. for their support and inspiration for successful completion of the project they were the most caring and the best critics during the course of y project and enabled me to be creative and multi-dimensional in my approach. I will remain always debited to them. Last but not the least, I wish to acknowledge with gratitude for the support and encouragement extended by my family members for the successful completion of the project. (SOFIYA TARRANNUM) EXECUTIVE SYNOPSIS HYDERABAD PRESIDENCY P. G COLLEGE A STUDY ON PERFORMANCE APPRAISAL DONE FOR BAJAJ FINSERV LIMITED. NAME: SOFIYA TARRANNUM UNDER THE GUIDENCE OF ROLL NO -2128-11-672-018 ASHARA ANJUM TABLE OF CONTENTTOPICSPAGE NO. CHAPTER-1 †¢INTRODUCTION 9-16 RESEARCH METHODOLOGY17-19 CHAPTER-2 †¢LITERATURE REVIEW14-25 CHAPTER-3 †¢THE COMPANY/ ORGANIZATION/ SYSTEM26-43 CHAPTER-4 DATA ANALYSIS44-68 CHAPTER-5 FINDINGS,SUGG ESTION & CONCLUSION 69-74 BIBLIOGRAPHY76 QUESTIONARE 77 LIST OF TABLES AND GRAPH Sl No. FiguresPage No 1. Project Goals are different from functional Goal45 2. Position on the basis of performance46 3. Scope of using the innovating skills in making Decesion47 4. Percentage of Target matching with Goal48 5. Discuss personal problem with superior49 6.Superior contribute to see their goal50 7. Methods of appraisal51 8. Interpersonal team Relationship 52 9. Employee appreciation53 10. Feedback given by appraiser54 11. Employee opinion about frequency of appraisal system55 12. Opinion on performance linked performance policy56 13. Training needs57 14. Employee opinion on appraisal system58 15. Appraisal System59 16. Rating system60 17. Planning61 18. Value of employee in the organization62 19. Improvement in Job performance63 20. Self appraisal64 21. Effectiveness of Appraisal65 22. Employee Satisfiction66LIST OF CHARTS Sl No. FiguresPage No 1. Process Flow Chart of Appraisal24 2. Servic e at Bajaj Finserv Limited25 3. Performance Rating against individual item 27 4. Summary detail of portfolio32 5. Organization Structure of Bajaj Finserv35 6. Appraisal by first Assessor37 7. Appraisal by second Assessor38 CHAPTER-1 INTRODUCTION RESEARCH METODOLOGY RESEARCH METHODOLOGY: Research design : Descriptive in nature Research instrument : A well structured questionnaire Population size : 275 Sample size : 100Sampling unit : Technical Sample procedure : convenience sampling Sources of data : Primary & Secondary data Primary data : Primary data is collected from the respondents through Questionnaire & interacting with the associates. Secondary data : Secondary data is collected from the various text books On performance appraisal, Company reports, company Broachers and company websites. ww. bajajfinserv. com Statistical tool : weighted average method and simple percentage method. This chapter deals with the Title of the study, the Need of the study i. e. for what purpose the study is actually carried out, the Scope of the study, the Objectives of the study, the Various sources of data collection, the Study instruments used for conducting survey like Questionnaire, Interview etc, the way the data is analyzed, the Presentation of the study and finally the limitation involved in the study.TITLE OF THE STUDY: The Title of the study is â€Å"STUDY ON PERFORMANCE APPRAISAL SYSTEM† At â€Å"BAJAJ FINSERV LIMITED †, Hyderabad, and Andhra Pradesh. NEED FOR THE STUDY: ?Performance appraisal has been considered as a most significant and dispensable tool for an organization. It is highly useful in making decisions regarding various personal aspects. Performance appraisal developing criteria for promotion and career development. ?It provide a synthetic feed back to the employees regarding there performance with in a limited period of time.It prevent grievances and increases the analytical abilities of the supervisors The overall objectives of performan ce appraisal is to improve the efficiency of an enterprise by attempting to mobilize the best possible effort from individuals employed SCOPE OF THE STUDY: The scope of the study has been confined to the associates of Bajaj Finserv limited. It includes associates of various departments with different cadres only top-level executives are excluded from the study. OBJECTIVES OF THE STUDY: ?To study the existing performance appraisal system at B F L. ?To evaluate the effectiveness of appraisal system. To offer suggestion for improvement in performance appraisal system. RESEARCH DESIGN: Descriptive study â€Å"A research design is the arrangement of conditions for collection and analysis of data in manner that aims to combine relevance to the research purpose with economy in procedure†. RESEARCH INSTRUMENT: Making researches have a choice of two main research instruments in collecting primary data. They are questionnaire and mechanical devices. Hear the research instrument used in a structure questionnaire, which is carefully and well designed. It includes both open and close ended questions.The questionnaire is personally administered to the respondents and clarify the doubts if any , and the responses were solicited. SAMPLING DESIGN: POPULATION: In statistical uses the term population is any finite or infinite collection of individuals. The populations of this study are associates of the technical department of the company. Population size: Population size constitutes 275 associates Sample size: A sample size is 100 Sample unit: A sample unit is service department. SOURCES OF DATA COLLECTION Data for the present study is collected through two sources i. e. through primary data and secondary data.Primary Data: The primary data is collected through Questionnaires and interacting with the associates. Secondary Data: For the study on performance Appraisal System the secondary Sources used are various Textbooks on Performance Appraisal, company reports, company policies, brochures and various websites. STUDY INSTRUMENTS: The questionnaire is framed to find out the effectiveness of Performance Appraisal of Bajaj Finserv Limited. It contains 24 questions. It is distributed into four sections. †¢Setting Of Goals †¢Role Of Superior †¢Feedback and Evaluation †¢Organizational EffectivenessANALYSIS OF DATA: The collected data is tabulated and then analyzed by simple percentage, weighted average and represented by different types of graphs and charts. The analysis of data is on the basis of the questionnaire collected from the associates. CHAPTER-2 LITERATURE REVIEW CONCEPTUAL FRAMEWORK DEFINITION OF PERFORMANCE APPRAISAL To define the concept of performance appraisal the management gurus have taken certain common parameters and on the basis of that they have defined the term. The terminology of the definitions may differ but the overall meaning of the definition remains same.Some of the leading definitions are given below ?Pe rformance appraisal is a systematic review of a person’s work and achievements over a recent period, usually leading to plans for the future. ?In, its most basic form, performance appraisal includes documenting achieve results (Hopefully, by also including use of examples to clarify documentation) and indicating if standards were met or not. ?The appraisal usually includes some form of development plan to address insufficient performance. ?The evaluation of an individual’s work performance in order to arrive at objective personnel decisions.PURPOSE OF TRADITIONAL PERFORMANCE APPRAISALS Performance appraisal for evaluation using a traditional approach has served the following purposes: ?Promotion, separation, and transfer decisions. ?Feedback to the employee regarding how to organization viewed the employee’s performance. ?Evaluation of relative contributions made by individuals and departments in achieving higher organization goals. ?Criteria for evaluating the effectiveness of selection and placement decisions, including the relevance of the information used in the decisions within the organization. Reward decisions, including merit increases promotions and other rewards. ?Ascertaining and diagnosing, training and development decisions. ?Criteria for evaluating the success of training and development decisions. INSIGHT INTO APPRAISAL THEORY Organizations in their day-to-day activities working handle loads of activities. The employees working in the organizations carry on these activities. Organization activities done by the employees are termed as â€Å"performance† the buzzword that is all time in the heads of the management. â€Å"The success of the organization depends upon the performance of its employees†Earlier organizations did not have any kind of specific methodology to handle the issues relating to measuring of performance because they did not had an understanding that the performance of the employees plays an sign ificant role in the overall functioning and meeting goals and objectives of the organizations. Performance is measured basically on the basis of the goals by an individual, which contribute to the overall organizational goals. The main focus is on meeting the overall goals and objectives of the organization in the specific time span.In doing so the organization must also see that the individual self-development and personal goals are also fulfilled. When the individual is able to synchronize his personal goals with that of the organizational goals then the working of the system will be apt. PREFACE OF THE APPRAISAL SYSTEMS The appraisal is both inevitable and universal. In the absence of carefully structured system of appraisal, people tend to judge the work performance of others ,including subordinates, naturally, informally and arbitrarily.Without a structured appraisal system there is a little chance of ensuring that the judgments made will be lawful, fair, defensible and accurat e. The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor’s pioneering time and motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resource management. The practice of appraisal is an ancient art. In the scale of things historical , it might well lay claim that appraisal is the world’ second oldest profession.Performance appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee Was justified. Little consideration, if any, was given to the developmental possibilities of appraisal. It was felt that a cut in a pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well. Pay rates were important, yes; but they were not only the element that had an impact on employee performance.It was found that other issues, such as morale and self-esteem, could also have a major influence. APPRAISALS IN TODAY’S CORPORATE WORLD The modern system of performance appraisal is defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvements and skill development.In many organizations – but not all – appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotions. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in some cases demoti on, dismissal or decreases in pay. (Organizations need to be aware of laws in their country that might restrict their capacity to dismiss employees or decrease pay. FLAW EXIST IN TRADITIONAL PERFORMANCE APPRAISAL SYSTEM oWork scheduling plans oBudgeting oHuman Resource planning MOSTLY USED METHODS OF PERFORMANCE APPRAISAL RATING SCALES: The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristics is rated on the bipolar scale that usually has several points ranging from â€Å"poor† to â€Å"excellent â€Å". The traits assessed on these scales include: ? Cooperation ?Communication ability ?Initiative ?Punctuality ?Technical competenceThe nature and scope of the traits selected for inclusion is limited only by the imagination of the scale’s designer or by the organization’s need. BEHAVIORAL ANCHORED RATING SCALES The term used to describe a performance rating that focused on specific behaviors or sets as indic ators of effective or ineffective performance, rather than on broadly stated adjectives such as â€Å" average, above average, or below average â€Å". GRAPHIC RATING SCALES The term used to define the oldest and the most widely used performance appraisal method.The evaluator are given a graph and asked to rate the employees on each of the characteristics. The number of characteristics varies from one to hundred. The rating can be a matrix of boxes for the evaluator to check off or a bar graph where the evaluator checked off a location relative to evaluators rating. CHECKLIST The term used to define a set of adjectives or descriptive statements. If the rater believed the employee possessed a trait listed, the rater checked the item; if not, the rater left the item blank. The rating score from the checklist equaled the number of checks.WEIGHTED CHECKLIST The term is used to describe an alternative method of performance appraisal where the supervisor or personal specialists familiar with the job being evaluated prepare a large list of descriptive statements about effective and ineffective behavior of jobs. RANKING METHOD The term ranking has been used to describe an alternative method of performance appraisal where the supervisor has been asked to order his or her employees in terms of performance from highest to lowest. CRITICAL INCIDENT METHODThe term is used to define a method of appraisal that made lists of statements very effective and very ineffective behavior for employees. The lists have been combined into categories, which vary with the job. Once these categories are developed and a statement of effective and ineffective behavior has been provided, the evaluator recorded examples of critical behaviors, and the log has been used to evaluate the employees at the end of evaluation period. NARRATIVE OR ESSAY EVALUATION This method requires the evaluator to write a short essay describing each employee’s performance during the raring period.This form at emphasizes evaluation of overall performance, based on the strengths and weaknesses of an employee performance. Some companies still use this method exclusively, whereas in others, the method has been combined with the graphic rating scale. MANAGEMENT BY OBJECTIVES The management by objectives performance appraisal method has the supervisor and the employee get together to set objectives in quantifiable terms. The appraisal method has worked to eliminate communication problems by the establishments of regular meetings, emphasizing results, and by being an ongoing process. Cascading of organizational objectives oSetting up of subordinate objectives oReviewing and evaluating the performance oFeedback and rewards oSetting up of new MBO. 360 DEGREE PERFORMANCE APPRAISAL Performance Appraisal by all the parties like supervisors, peers, subordinates, employees themselves, users of service and consultants is called 360 degree Performance Appraisal. The appraiser should be capable of det ermining what is more important and what is less important. He should prepare reports and make judgments without any bias. SELF APPRAISALIf individuals understand the objectives they are expected to achieve and the standards by which they are to be evaluated, they are to a great extent in the best position to appraise their own performance. Also, since employee development means self-development employee who appraises his or her own performance may become highly motivated. MERITS OF AN APPRAISAL SYSTEM Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have â€Å" time out â€Å" for a one-on-one discussion of important work issues that might not otherwise be addressed.Almost universally, where performance appraisal is conducted properly, both supervisors and subordinates have reported the experience as beneficial and positive. Appraisal offers a valuable opportunity t o focus on work activities and goals, to identify and correct the existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced. The value of this intense and purposeful interaction between a supervisor and subordinate should not be underestimated. Motivation and SatisfactionPerformance appraisal can have a profound effect on levels of employee motivation and satisfaction. It provides employees with recognition as an incentive has been long noted. In fact, there is evidence that human beings will even prefer negative recognition in preference to no recognition at all. Training and Development Performance Appraisal offers an excellent opportunity – perhaps the best that will ever occur – for a supervisor and subordinate to recognize and agree upon individual training and development needs. Recruitment and inductionAppraisal data can be used to monitor the success of the organization’s recruitment and ind uction practices. For example, how well are the employees performing who were hired in the past two years? Appraisal data can also be used to monitor the effectiveness of changes in recruitment strategies. By following the yearly data related to new hires it is possible to assess whether the general quality of work force is improving, staying steady, or declining. Employee Evaluation Though often understated or even denied, evaluation is a legitimate and major objective of performance appraisal.But the need to evaluate is also an ongoing source of tension, since evaluative and developmental priorities appear to frequently clash. Yet at its most basic level, performance appraisal is the process of examining and evaluating the performance of an individual. It is been said by some that appraisal cannot serve the needs of evaluation and development at the same time; it must one or other. EXPECTATIONS FROM MANAGER IN DOING PERFORMANCE APPRAISAL †¢Translate organizational goals into individual job objectives †¢Communicate management expectations regarding employee performance. Provide feedback to the employee about the job performance in light of management’s objectives. †¢Coach the employee on how to achieve job objectives/requirements. †¢Diagnose the employee’s strengths and weaknesses. †¢Determine what kind of development activities might help the employee better utilize his or her skills to improve performance on the current job. CRITERIA OF A SUCCESSFUL PERFORMANCE OBJECTIVE Specific; What specifically is to be achieved? Not just what actions are to be performed, but what results are to be achieved through these actions? Keeping objectives simple ensures they are clear and specific.This also reduces the chance for disputes or confusion come performance appraisal time. Measurable How will you know how well an objective has been achieved? Although it may not be readily apparent, every object can be measured. Some measures ca n be measured quantitatively; others must be measured qualitatively. Accountable Accountability for performance objectives must be crystal clear and specifically state who is accountable. The more detail the better. A clear definition of what he or she is specifically accountable for will help reduce confusion cum performance appraisal time.Defining accountability will ensure a sense of urgency and purpose on the part of the employee. Realistic For an objective to be meaningful, it must be realistic and reasonable. A well-written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company’s overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable. Time based An achievable time frame must be set for reaching the objectives.Consider assigning specific target date s not only for the performance objective itself, but also each lesser milestone linking the entire goal. Remember to be specific towards achieving results and guide action in a results oriented ways towards the objective. PROCESS FLOW CHART OF APPRAISAL GENERAL INSTRUCTIONS The performance rating against individual item in the appraisal is to be done on a 1-5 point scale as follows: RATINGEXPLANATION 5OUTSTANDING- Exceeds requirements significantly and consistently in all critical work aspects. Showed tremendous initiative and is very proactive . 5EXCELLENT- Performance at the highest standards. possesses and effectively utilized where needed, the knowledge in areas beyond those required for the discharge of critical responsibilities. Exceed requirements in most critical areas. Plans and executes well 4VERY GOOD- Demonstrates effective skills in most and essential responsibilities. Some skill areas still need improvement in order to excel at the job. 3. 5GOOD- Demonstrates skills in some essential areas. There is scope for improvement in some critical responsibility areas. Shows initiative. ABOVE AVERAGE- Demonstrates skills in some of the essential responsibilities. Performance is adequate for the current review period. Supervision is required to execute tasks in many areas. 2AVERAGE- Demonstrates average skills in most of the essential responsibilities. Meets targets with continuous supervision. Intensive training is required, 1 BELOW AVERAGE- Demonstrates Level of skills that has been unsatisfactory and inadequate for the discharge of the essential responsibilities. Consistently fall short of requirements. High level of supervision is required.Assessments duly completed in all respects, are to be forwarded to HR, in sealed envelopes. CHAPTER-3 The Company/ Organization/ System COMPANY PROFILE AN INTRODUCTION TO BAJAJ FINSERV LIMITED INTRODUCTION  ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬INTRODUCTION: Bajaj FinServ will strive to be one of the top financial services businesses in Ind ia focused on delivering superior customer experience through competitive products and class leading services while providing consistent and superior returns to our shareholders and maintaining the high levels of integrity of Bajaj. Company profile:Bajaj Finserv Limited (Bajaj Finserv) is a holding company. Bajaj Finserv is the financial services arm of the Bajaj group. Its financial services businesses include lending, protection, and financial advisory and wealth management. The Company operates in four segments: Insurance, Windmill, Retail Financing and Investments & others. It does lending business Under Bajaj Finance Limited (BFL). Its protection business consists of life insurance, under the Bajaj Allianz Life Insurance Company (BALIC), and general insurance, under the Bajaj Allianz General Insurance Company (BAGIC).The Company’s Financial Advisory and Wealth Management business consists of Bajaj Financial Solutions Limited (Bajaj Finsol), which offers financial product s and advises clients on financial and wealth management. In addition, as of March 31, 2012, Bajaj Finserv had wind-farm assets, incorporating 138 windmills in Maharashtra with an installed capacity of 65. 2 megawatt. Bajaj Finserv endeavors to become a full fledged financial services company and be the financial partner to the Indian consumer and help him across his financial needs throughout his lifecycle.Bajaj Finserv is a consumer focused company with emphasis on profitable growth and operational efficiency to deliver best results to all its stakeholders. Bajaj Finserv Group companies share common values of Reliability, Innovation and Efficiency and provide customers with high quality products and services. Key focus areas for Bajaj Finserv are Lending, Investment, Protection and Advisory. Bajaj Finserv also has interests in Wind farms with 138 windmills and a total installed capacity of 65. 2 MW BAJAJ FINSERV LIMITED VISION:Bajaj Finserv has a vision to become a full fledged fi nancial services company and be the financial partner to the Indian consumer and help him across his financial needs, whether for finance, for investment management, for protection or for post retirement support, throughout his lifecycle. Bajaj Finserv is a consumer focused company with emphasis on profitable growth and operational efficiency to deliver best results to all its stakeholders. MISSION: â€Å"Bajaj Finserv is a consumer focused company with emphasis on profitable growth and operational efficiency to deliver best results to all its stakeholders. COREVALUES: ?Trust ?Integrity ?Commitment ?Respect for people ?Innovation OBJECTIVE: â€Å"To create value and delight for our stake holders† QUALITY POLICY: â€Å"To excel in providing Financial services that meets or Exceeds customer requirements through continual improvements† NATURE OF ACTIVITY ?Our Products & Services: ?Loans Against Property ? Personal Loans ? Business Loans ? Home Loans ? Infrastructure Equi pment Finance ? Loans Against Securities ? Consumer Durable Loans As a value-added service we also provide insurance services like ‘Group Term Policy’ and ‘Group Term Suraksha’ bundled with our products.VARIOUS DEPARTMENTS ?Operations ?Human resources ?Finance ?Networking and systems ?Quality ?Corporate services ?Collection ?Sales ?Product ?Marketing PEOPLE: considered as â€Å"Associates† BAJAJ FINSERV believes â€Å"our people are our strength,† & this is the very reason why Bajaj term them as â€Å"Associates† rather than employees. The work culture is people oriented, where individual aspirations are matched with organizational Objectives. Our associates exemplify our customer-oriented work style.The employees at BFL are comfortable working across cultures and across contexts; their consistency and dependability lies in their emphasis on creating solutions that are problem-focused, high on quality and quick in terms of time-to-marke t. Bajaj Group. Its insurance joint ventures with Allianz SE, Germany namely Bajaj Allianz Life Insurance Company Limited and Bajaj Allianz General Insurance Company Limited are engaged in life and general insurance business respectively. Its subsidiary Bajaj Finance Limited is a Non Banking Finance Company engaged in consumer finance, SME finance and commercial lending.Bajaj Financial Solutions Limited, a wholly owned subsidiary of Bajaj Finserv Limited is engaged in wealth advisory business. SERVICES AT BAJAJ FINSERV LIMITED Bajaj Finance Limited We are the most diversifed non-bank in the country, the largest financier of consumer durables in India and one of the most profitable firms in the category. Hereunder are summary details of our portfolio of businesses, with a brief description on each. Consumer FinanceConsumer Durables Finance Lifestyle Finance EMI Card Personal Loans Cross Sell Co-branded Credit Cards Two and three wheeler FinanceSalaried Personal Loans SME FinanceMortg age Business Loans Commercial LendingConstruction Equipment Finance Infrastructure Finance Vendor Financing Awards and Accomplishments The recognition that matters the most to us is the one we receive from our customers. That was how it was when we started. That will be even when we have a treasure trove of Industry Recognition and awards Awards: Recently, we won the CIO 100 Innovation award for two of our innovations – countries such as Canada, Sweden, Australia, Singapore, Vietnam, Hungary and India, the CIO 100 Awards is a truly global recognition.It is an acknowledged mark of excellence in enterprise IT. Management Profile Sanjiv Bajaj: Managing Director Kevin D’Sa: CFO and President – Business development Ranjit Gupta: President (Insurance) S. Sreenivasan: President (Finance) V. Rajagopalan: President (Legal) Sonal R Tiwari: Company Secretary OFF SHORE POLICIES PERSONAL BENEFITS ?Leave ?Onsite return leave policy ?Personal leave policy ?Loans for house rent al deposit ?Home pc ?Telephone at residence ?Facilities to the associates TRAVEL RELATED ?International travel ?Domestic travel ?Conveyance reimbursement ?Car hire Relocation policy ?Relocation allowance WORK PLACE BASIS ?Working hour ?Dress code ?Identity card ?Business card ?Late/holiday working ?Work ethics ?Shift allowance OTHER POLICIES ?Reward and recognition ?Staff welfare allowance ?Associate referral ?Work ethics ?Higher education BAJAJ FINSERV LIMITED OFFERINGS Organisation Structure Performance Appraisal System at Bajaj Finserv Ltd: PERFORMANCE MANAGEMENT: APPRAISAL PROCEDURE: PERFORMANCE APPRAISAL FOR ASSOCIATES OF HOD LEVEL: PURPOSE: To appraise the performance of all the associates at HOD level in BAJAJ FINSERV LIMITED PROCEDURE: General: Annual appraisal is done during the month of April, every year for all the confirmed associates who are on the rolls as on 31st December of the previous year. †¢Distribution of Appraisal Forms: for annual appraisal, the HR will d istribute the appraisal forms to the CEO for further distribution to the concerned appraisers. †¢Self-Documentation: At the start of the appraisal process, every assessee will fill a self-documentation form and give it to the concerned Appraiser. †¢Appraisal by Assessor: The Assessor will perform the assessment upon receiving the self Appraisal Form from the assessee.The forms to be used for appraisal is as given in the table below: Sl. NoTitle of the formUsed for Appraisal of 1Self Documentation formAll Associates at HOD Level 2Performance Appraisal Form(HOD)All Associates at HOD level †¢Acceptance of Appraisal: The Assessor will discuss the assessment results with the assessee. If the assessee agrees to the assessment, then the assessee and the concerned assessor will sign on the Performance Appraisal Form and the first assessor (CEO) will also give his final authorization.The appraisal form, complete in all respects is received from the CEO. †¢Follow-up of App raisal: The HOD (HR) will issue the revised salary/ promotion letters to the assesse based on the performance Appraisal form and discussions with the concerned first assessor. HR informs the revised salary/ promotion details of an assessee to finance for processing the same by updating the Associate database. †¢Appraisal Records: the HOD (HR) will maintain the performance appraisal records in the personal file of each associate. PERFORMANCE APPRAISAL FOR ASSOCIATES BELOW HOD LEVEL:PURPOSE: To appraise the performance of all the associates below HOD level in BAJAJ FINSERV LIMITED. PROCEDURE: †¢General: Annual appraisal is done during the month of April, every year for all the confirmed associates who are on the rolls as on 31st December of the previous year. †¢Distribution of Appraisal Forms: For annual appraisal, the HR will distribute the appraisal forms to the HOD for further distribution to the concerned appraisers. †¢Self-Documentation: At the start of the ap praisal process, every assessee will fill a self-documentation form and give it to the concerned Appraiser. Appraisal by Assessor: the Appraiser first assessor) will perform the assessment upon receiving the self Appraisal Form from the assessee and forward the performance appraisal form to the reviewer (second assessor). The forms to be used for appraisal is as given in the table below: Sl noTitle of the formUsed for appraisal of 1Self Documentation form – technicalAll technical Associates below HOD Level 2Self Documentation form – Non technicalAll non- technical Associates below HOD Level 3Performance Appraisal Form (PL/PM)All associates at designer and above level but below HOD Performance Appraisal Form (Team members)All Associates at Team member (Manager/asst manager) level 5Performance Appraisal Form (Non – Technical)All Associates below HOD Level in non- technical Dept The level of the associate to be appraised in areas other than technical is as per the policy Guidelines . †¢Appraisal by second Assessor: The reviewer (second Assessor) will review the assessment upon receiving the performance appraisal form from the appraiser (first assessor). During annual appraisal, the first/ second assessor will give the performance rating based on joint assessment. Acceptance of Appraisal: The appraiser (first assessor) will discuss the assessment results with the assessee. If the assessee agrees to the assessment, then the assessee and the concerned appraiser (first assessor) will sign on the performance appraisal form and the form will be forwarded to the second assessor/ – HOD for final authorization. In case of conflict, the appraisal form will be referred to the concerned reviewer (second assessor). The second assessor will be responsible for further action on the same.For all cases of conflict and where no second assessor exists, concerned HODs will act as the second assessor. The appraisal form, complete in all respects is re ceived by HR form the respective head of the department. †¢Follow-up of Appraisal: The HOD (HR) will issue the revised salary/ promotion letters through reporting managers to the assesses based on the performance Appraisal form and discussions with the concerned head of the department. HR informs the revised salary/ promotion a detail of an assessee to finance for processing the same by updating the Associate database. Appraisal Records: the HOD (HR) will maintain the performance appraisal records in the personal file of each associate. APPRAISAL FORMAT: SELF DOCUMENT FORM: †¢The self-document form mainly includes all those contents, which are needed for the evaluation of performance appraisal. †¢The employees through the online facility fill this document form. †¢This includes the general information like the associate id, name, designation, department, role/level, qualification, and date of joining, location, and relevant experience. †¢This form also inclu des the assessee remarks that have evaluated the form. The various areas like the employees achievement, area where the employee have not performed up to the expectation, assessee’s strengths, areas of improvement are also included. These areas are evaluated both by the Assessee, Assessor 1 and Assessor 2. †¢The training programs attended and which the employee would like to attend is also included. †¢The career aspiration of the employee is also a part of the self-document form . GENERAL INSTRUCTIONS FORTECHNICAL ASSOCIATES The Self-documentation form should be complete in all respects. 1. What do you see as your major achievements for the period under review? . What Factor(s) enabled you in your achievement? 3. Constraints, which affected your overall performance. List your own efforts to exploit the opportunities and overcome the difficulties? (Include your strategies and tactics) 4. Your initiatives and contributions to the organization during the review period e. g. Cost savings, revenues, profits, technology enhancements, process improvements etc 5. Project related data for the periodic review, which includes name of the project, role played by you in each of the project and number of hours put in. 6.What have you gained from the training programmes you have attended and where you have applied the learning? 7. Your key result areas for next review period. One of the key result areas should be for self-development. GENERAL INSURANCE FOR NON TECHNICAL ASSOCIATES The Self-documentation form should be complete in all respects. I. What do you see as your major achievements for the period under review? II. What Factor(s) enabled you in your achievement? III. Constraints, which affected your overall performance. List your own efforts to exploit the opportunities and overcome the difficulties? Include your strategies and tactics) IV. Your initiatives and contributions to the organization during the review period e. g. Cost savings, revenues, pro fits, technology enhancements, process improvements etc V. What have you gained from the training programmes you have attended and where you have applied the learning? VI. Your key result areas for next review period. One of the key result areas should be for self-development. CRITERIA OF APRRAISAL RELATED AREAS Task related areas: Achievement of results Output of work Quality of work Quality system Conceptual skills: Total perspective Integrated skillsProactive skills Analytical and Planning skills Human skills Leadership Ability to inspire and motivate Interpersonal relationship Tact and cooperation Training and development of subordinates Communication Resolution of conflict Functional skills: Job knowledge Planning and organizing Decision-making Personality attributes: Openness Empathy and sensitivity Integrity (intellectual and moral) Flexibility/Adaptability/Positive outlook Perseverance Creativity/Innovativeness Capacity to withstand stress Discipline Dependability Loyalty an d Commitment Self-confidence Appearance and Bearing. CHAPTER-4DATA ANALYSIS & INFERENCES Section -I : Regarding Setting Goals 1. Project goals are different from functional goals a)Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 1 OptionsNo of respondentsWeightsTotal score Strongly agree9218 Agree61161 Strongly disagree7-2-14 Disagree23-1-23 GRAPH 2. 1 Inference:Majority of the respondents opined that project goals and functional goals are one and the same with a mean of 0. 42. 2. If I can perform consistently it will see me in higher position sooner than later a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. OptionsNo of respondentsweightsTotal score Strongly agree22+244 Agree54+154 Strongly disagree12-2-24 Disagree12-1-12 GRAPH 2. 2 Inference: Majority of the respondents are agreeing that they can expect themselves in higher position if they perform consistently with a weighted average of 0. 62. 3. My job presents scope for using my innovating skills in making my Decisions a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 3 OptionsNo of respondentsweightsTotal score Strongly agree22+244 Agree13+113 Strongly disagree11-2-22 Disagree51-1-51 GRAPH 2. 3Inference: Majority of the respondents opined their job does not showing present scope for using their innovating skills in making decisions with a mean of 0. 16. 4. Percent of target matching with goals in 2008 – 09 a) 80%-100% b) 60%-80% c) 40%-60% d) 20%-40% TABLE 2. 4 OpinionNo of respondentsValue in percentage 80%-100%3333% 60%-80%2929% 40%-60%3131% 20%-40%77% GRAPH 2. 4 Inference: 33% of respondents 80%-100%, 31% of respondents 40%-60%, 29% of respondents 60%-80% and 7% of respondents 20%-40%. The analysis shows that only few employees can meet their target on time.Section B: About the role of superior 5. I don’t hesitate to discuss any of my personal problems with my Superior a) Strongly agree b) agree c) strongly disagree d) disagree TA BLE 2. 5 OptionsNo of respondentsweightsTotal score Strongly agree14+228 Agree61+161 Strongly disagree5-2-10 Disagree20-1-20 GRAPH 2. 5 Inference: Majority of the respondents agree that they do not hesitate to discuss their personal problems with their superior with a weighted score of 0. 6. 6. My superior acknowledging and contributing to set the goals a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. Options No of respondentsweightsTotal score Strongly agree9+218 Agree 77+177 Strongly disagree5-2-10 Disagree 9-1-9 GRAPH 2. 6 Inference :Majority of the respondents agree that their superiors acknowledge and contribute to set their goals with a weighted average of 0. 76. 7. My immediate superior frequently motivates me a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 7 Options No of respondentsweightsTotal score Strongly agree15+230 Agree 67+167 Strongly disagree6-2-12 Disagree 12-1-12 GRAPH 2. 7 Inference: Most of the respondents agree that the ir immediate superior frequently otivates them with a mean of 0. 73. 8. I want my appraisal to be a) Confidential b) open TABLE 2. 8 OpinionNo of respondentsValue in percentage Confidential6666% Open3434% Total100100 GRAPH 2. 8 Inference: 66% of employees desire that their Performance Appraisal must be confidential and remaining 34% accept it to be open. 9. My interpersonal team relationship with peer, superiors and subordinates a) Very good b) good c) adequate d) inadequate TABLE 2. 9 OptionsNo of respondentsweightsTotal score Strongly agree29+258 Agree59+159 Strongly disagree12-2-24 Disagree0-10 GRAPH 2. 9 Inference:Majority of the respondents have a positive opinion towards the interpersonal team relationship with peer, superiors and sub- ordinates is good with a mean of 0. 93 . 10. I feel proud and motivated when my superior appreciates my work a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 10 OptionsNo of respondentsweightsTotal score Strongly agree35+242 Agree57+162 Strongly disagree4-2-18 Disagree4-1-8 GRAPH 2. 10 Inference: Majority of the respondents feel proud and get motivated when their superior appreciates their work with weighted average of 1. 15. Section c: feedback and evaluation: 1. Iam open to the feedback given by the appraiser a) Always b) sometimes c) rarely TABLE 2. 11 OpinionNo of respondentsValue in percentage Always6464% Some times3030% Rarely66% GRAPH 2. 11 Inference: 64% of the respondents always, 30% of the respondents sometimes, 6% of the respondents rarely. Majority of the respondents are open to their feedback â€Å"always†. 12. Employee opinion about frequency of appraisal system a) Annually b) half-yearly c) quarterly TABLE 2. 12 OpinionNo of respondentsValue in percentage Annually2828% Half-yearly5858% Quarterly1414% GRAPH 2. 12 Inference: 8% of the respondent’s half-yearly. 28% of the respondents annually, 14% of the respondents quarterly. The analyst gives a clear picture that most of the associates like to get appraisal â€Å"half-yearly†. 13. Opinion on performance linked promotional policy a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 13 OptionsNo of respondentsweightsTotal score Strongly agree21+242 Agree62+162 Strongly disagree9-2-18 Disagree8-1-8 GRAPH 2. 13 Inference: Majority of the respondents agree that the promotions are based on the rating derived from performance appraisal with weighted average of 0. 8. 14. The HRD department follows up the training needs Identified using appraisal seriously a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 14 OptionsNo of respondentsweightsTotal score Strongly agree7+214 Agree21+121 Strongly disagree18-2-36 Disagree54-1 -54 GRAPH 2. 14 Inference: Majority of the respondents are moderately agreed that the HRD dept follows the training needs identify the appraisal with a mean of 0. 55. 15. According to my opinion the following system is useful for our organization a) Team a ppraisal b) 360 degree appraisal c) self appraisal TABLE 2. 15OpinionNo of respondentsValue in percentage Team appraisal2929% 360 degree appraisal3636% Self appraisal3535% GRAPH 2. 15 Inference: 36% of respondents 360 degree appraisal, 35 % of the respondents self appraisal , 29% of the respondents team appraisal, majority of the respondents opined that the 360 degree appraisal is suitable for their organization. 16. Team work is considered as a factor in appraising employee performance a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 16 OptionsNo of respondentsweightsTotal score Strongly agree24+248 Agree58+158 Strongly disagree8-2-16 Disagree10-1 10 GRAPH 2. 16 Inference: Most of the respondents agree that team work is considered as a factor in appraising their employee performance with a mean of 0. 8. 17. My opinion on present rating system a) Very good b) good c) fair d) poor TABLE 2. 17 OptionsNo of respondentsWeightsTotal score Very good13339 Good562112 Fai r18118 Poor13-1-13 GRAPH 2. 17 Inference: Most of the respondents are opined that their present rating system is good with a weight age score of 1. 56 Section D: organization effectiveness: 18. At BFL the appraisal system provides for an open discussion between the Appraiser and appraise ) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 18 OptionsNo of respondentsweightsTotal score Strongly agree18+236 Agree67+167 Strongly disagree8-2-14 Disagree7-1 -7 GRAPH 2. 18 Inference: Majority of the respondents are agree that at BFL the appraisal system provides for a open discussion between the appraiser and appraise with a mean of 0. 82. 19. The appraisal system at BFL given each appraise an idea of what is expected Of him next year a) Very true b) true c) partly true d) not true TABLE 2. 19 OptionsNo of respondentsweightsTotal scoreVery true15345 True532106 Partly true22122 Not true10-1-10 GRAPH 2. 19 Inference: Majority of the respondents opined that A. S at BFL given e ach appraise an idea of what is expected of him next year with a weighted average of 1. 63 20. Up to what extent do the higher authority implement the Suggestions provide By employee a) All times b) some times c) none TABLE 2. 20 OpinionNo of respondentsValue in percentage All times1818 Some times6767 None1515 GRAPH 2. 20 Inference: 67% of the respondents sometimes, 18% of the respondents all times, 15% of the respondents none.Majority of the respondents agreeing that the higher authority implement the suggestion provide by employee â€Å"sometimes†. 21. Management support to improve the job performance a) strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 21 OptionsNo of respondentsWeightsTotal score Strongly agree20+240 Agree67+167 Strongly disagree5-2-10 Disagree8-1 -8 GRAPH 2. 21 Inference: Majority of the respondents are agree that the management supports to improve their job performance of employees with a mean of 0. 89. 22. Performance appraisal helps me to know my strengths and weakness after the Appraisal ) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 22 OptionsNo of respondentsweightsTotal score Strongly agree17+234 Agree61+161 Strongly disagree11-2-22 Disagree11-1 -11 GRAPH 2. 22 Inference: Majority of the respondents opined performance appraisal helps to know their strengths and weakness after the appraisal with a mean of 0. 62. 23. The performance appraisal is based on the real records and facts but not on Impressions a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 23 OptionsNo of respondentsweightsTotal score Strongly agree14+228Agree66+166 Strongly disagree9-2-18 Disagree11-1-11 GRAPH 2. 23 Inference: Most of the respondents agree that performance appraisal is based on the real records and facts but not an impressions with a weighted of 0. 65. 24. Iam paid worth my contribution a) Strongly agree b) agree c) strongly disagree d) disagree TABLE 2. 24 OptionsNo of respondentsweightsTot al score Strongly agree10+220 Agree66+166 Strongly disagree13-2-26 Disagree11-1-11 GRAPH 2. 24 Inference: Most of the respondents are moderately accepting they paid worth their contribution with a weighted average of 0. 49. CHAPTER-6Findings, Suggestions & Conclusion Findings 1 Majority of the respondents opined that project goals and functional goals are one and the same with a mean of 0. 42. 2. Majority of the respondents are agree that they can expect themselves in higher position if they perform consistently with a weighted average of 0. 62. 3. Majority of the respondents opined their job does not showing present scope for using their innovating skills in making decisions with a mean of 0. 16. 4. 33% of respondents 80%-100%, 31% of respondents 40%-60%, 29% of respondents 60%-80% and 7% of respondents 20%-40%.The analysis shows that only few employees can meet their target on time. 5. Majority of the respondents agree that they do not hesitate to discuss their personal problems w ith their superior with a weighted score of 0. 6. 6. Majority of the respondents agree that their superiors acknowledge and contribute to set their goals with a weighted average of 0. 76. 7. Most of the respondents agree that their immediate superior frequently motivates them with a mean of 0. 73. 8. 66% of employees desire that their Performance Appraisal must be confidential and remaining 34% accept it to be open. . Majority of the respondents have a positive opinion towards the interpersonal team relationship with peer, superiors and sub- ordinates is good with a mean of 0. 93 . 10. Majority of the respondents feels proud and get motivated when their superior appreciates their work with weighted average of 1. 15. 11. 64% of the respondents always, 30% of the respondents sometimes, 6% of the respondents rarely. Majority of the respondents are open to their feedback â€Å"always†. 12. 58% of the respondent’s half-yearly. 28% of the respondents annually, 14% of the res pondents quarterly.The analyst gives a clear picture that most of the associates like to get appraisal â€Å"half-yearly†. 13. Majority of the respondents agree that the promotions are based on the rating derived from performance appraisal with weighted average of 0. 78. 14. Majority of the respondents are moderately agree that the HRD dept follows the training needs identify the appraisal with a mean of 0. 55. 15. 36% of respondents 360 degree appraisal, 35 % of the respondents self appraisal, 29% of the respondents team appraisal, majority of the respondents opined that the 360 degree appraisal is suitable for their organisation. 6. Most of the respondents agree that team work is considered as a factor in appraising their employee performance with a mean of 0. 8. 17. Most of the respondents are opined that their present rating system is good with a weight avg score of 1. 56 18. Majority of the respondents is agree that at BFL the appraisal system provides for an open discus sion between the appraiser and appraise with a mean of 0. 82. 19. Majority of the respondents opined that A. S at BFL given each appraise an idea of what is expected of him next year with a weighted average of 1. 3. 20. 67% of the respondents sometimes, 18% of the respondents all times, 15% of the respondents none. Majority of the respondents agreeing that the higher authority implement the suggestion provide by employee â€Å"sometimes†. 21. Majority of the respondents are agreeing that the management supports to improve their job performance of employees with a mean of 0. 89. 22. Majority of the respondents opined performance appraisal helps to know their strengths and weakness after the appraisal with a mean of 0. 62. 23.Most of the respondents agree that performance appraisal is based on the real records and facts but not an impressions with a weighted of 0. 65. 24. Most of the respondents are moderately accepting they paid worth their contribution with a weighted average of 0. 49. SUGGESTIONS 1. Implementation of innovative ideas in decision making may be encouraged by the management. 2. The management may design the performance linked promotions. 3. The involvement of HRD department may be considered by management in assessing the training needs of employees based performance appraisal system. 4.The superiors should be more approachable when the employees come to them with improvement technique. On the whole the Performance Appraisal system at Bajaj Finserv Limited is Satisfactory. There are few areas which need due attention. The rating must be based purely on the performance. CONCLUSION: The conclusions that emerged from the study of Performance Appraisal System at Bajaj Finserv Limited are that the sampled associates prefer that some change should be brought down in the existing system. The associates feel that the best source of motivation is encouragement by superiors.A 360-degree appraisal system has been recommended by some of the associate s. Training needs to be identified based on the ratings and effective training programs must be conducted where in the associates can fulfill self development needs as well as organizational needs. LIMITATION OF THE STUDY: ?Options expressed by the employee in the questionnaire may not be very genuine. ?What the associates actually feel may not be truly expressed and hence there is the conclusion drawn from them need not apply to the whole organization. Could reach to a limited number of documents of different insurance companies in regard to the management and other policies and resultant figures so as to identify the exact cause of their lag in performance. ?Non-Proficiency in technical aspects of insurance companies might have hindered the best analysis of the findings. . Bibliography WEBSITES: www. bajajfinserv. com www. answers. com www. performanceappraisal. com www. google. com www. yahoo. com NEWSPAPERS AND MAGAZINE: The Hindu Personnel management Business today ICFAI magazi nes BOOKS: Personnel Management – Edwin FlippoHuman Resources and Personnel Management-k. Ashwathappa Essential of Human Resource Management-P. SubbaRao Personnel Management-C. Memoria Performance Management and Coaching-Prem Chadda Appendices Questionnaire Section -I : Regarding Setting Goals 1. Project goals are different from functional goals a)Strongly agree b) agree c) strongly disagree d) disagree 2. If I can perform consistently it will see me in higher position sooner than later a) Strongly agree b) agree c) strongly disagree d) disagree 3. My job presents scope for using my innovating skills in making my Decisions ) Strongly agree b) agree c) strongly disagree d) disagree 4. Percent of target matching with goals in 2007 – 08 a) 80%-100% b) 60%-80% c) 40%-60% d) 20%-40% Section-II: About the role of Superior 5. I don’t hesitate to discuss any of my personal problems with my Superior a) Strongly agree b) agree c) strongly disagree d) disagree 6. My superi or acknowledging and contributing to set the goals a) Strongly agree b) agree c) strongly disagree d) disagree 7. My immediate superior frequently motivates me a) Strongly agree b) agree c) strongly disagree d) disagree 8.I want my appraisal to be a) Confidential b) open 9. My interpersonal team relationship with peer, superiors and subordinates a) Very good b) good c) adequate d) inadequate 10. I feel proud and motivated when my superior appreciates my work a) Strongly agree b) agree c) strongly disagree d) disagree 11. Iam open to the feedback given by the appraiser a) Always b) sometimes c) rarely Section-III: Regarding Feedback and Evaluation 11. Iam open to the feedback given by the appraiser a) Always b) sometimes c) rarely 12. Employee opinion about frequency of appraisal system ) Annually b) half-yearly c) quarterly 13. Opinion on performance linked promotional policy a) Strongly agree b) agree c) strongly disagree d) disagree 14. The HRD department follows up the training n eeds Identified using appraisal seriously a) Strongly agree b) agree c) strongly disagree 15. According to my opinion the following system is useful for our organization a) Team appraisal b) 360 degree appraisal c) self appraisal 16. Team work is considered as a factor in appraising employee performance a) Strongly agree b) agree c) strongly disagree d) disagree 17.My opinion on present rating system a) Very good b) good c) fair d) poor Section –IV organization effectiveness 18. At BFL the appraisal system provides for an open discussion between the Appraiser and appraise a) Strongly agree b) agree c) strongly disagree d) disagree 19. The appraisal system at BFL given each appraise an idea of what is expected Of him next year a) Very true b) true c) partly true d) not true 20. Up to what extent do the higher authority implement the Suggestions provide By employee a) All times b) some times c) none 1. Management support to improve the job performance a) Strongly agree b) agree c) strongly disagree d) disagree .22. Performance appraisal helps me to know my strengths and weakness after the Appraisal a) Strongly agree b) agree c) strongly disagree d) disagree 23. The performance appraisal is based on the real records and facts but not on Impressions a) Strongly agree b) agree c) strongly disagree d) disagree 24. Iam paid worth my contribution a) Strongly agree b) agree c) strongly disagree d) disagree

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