ANALYSIS AND INTERPRETATION

The data has been analyzed and interpreted statistically through the method of coding
and tabulation. From these coded and computed data a few have been transferred to
frequency and co-relation tables, charts and others have been shown through graphical
representation.

Table 2.1 – Table showing the age group of the respondents:

NUMBER OF
AGE PERCENTAGE (%)
RESPONDENTS
BELOW 25 YEARS 13 16.25

25-35 YEARS 25 31.25

35-45 YEARS 28 17

45 YEARS & ABOVE 14 17.5

TOTAL 80 100

Table 2.1 – Chart showing the age group of the respondents:

 NUMBER OF RESPONDENTS
18% 16%

BELOW 25 YEARS
25-35 YEARS
35-45 YEARS
45 YEARS & ABOVE
31%
35%

Age is a certain factor, which influence the efficiency and performance of

the employees on the job. Majority of the respondents (35%) as per the above
table are of the age group 35-45 years. 31% of the respondents belong to the age
group of 25-35 years. 18% of the respondents are between the age group above
45 years. Only 16% of the respondents are below the age group of 25 years. It
shows that majority of the respondents are experienced.

Table 2.2 – Table showing the gender of the respondents:

 NUMBER OF
GENDER PERCENTAGE (%)
RESPONDENTS
MALE 74 92.5

FEMALE 6 7.5

TOTAL 80 100

NUMBER OF RESPONDENTS

8%

MALE
FEMALE

92%

As MTR foods limited is a manufacturing concern, most of the employees are

male. It is evident from the above chart that 92% of the employees are male and
only 8% of the respondents are female.
Table 2.3 –Table showing Educational Background of the respondents:

NUMBER OF
QUALIFICATION PERCENTAGE (%)
RESPONDENTS
BELOW SSLC 34 42.5

DIPLOMA/PUC 26 32.5

GRADUATE 16 20

POST GRADUATE 4 5

TOTAL 80 100

Chart 2.3 –Chart showing Educational Background of the respondents:

 NUMBER OF RESPONDENTS
5%

20%

42% BELOW SSLC

DIPLOMA/PUC
GRADUATE
POST GRADUATE

33%

From the above graph, it is clear that 42% of the respondents are below SSLC
33% of the respondents is Diploma/PUC/ITI holders. 20% of the respondents
are graduates and only 4% of the respondents are Post- Graduates.

Table 2.4 –Table showing Work Experience of the Respondents:

 EXPERIENCE NUMBER OF
PERCENTAGE (%)
(YEARS) RESPONDENTS
1-5 YEARS 10 12.5

5-10 YEARS 31 31

11-15 YEARS 27 33.75

15 & ABOVE 12 15

TOTAL 80 100

Chart 2.4 –Chart showing Work Experience of the Respondents:

 NUMBER OF RESPONDENTS

15% 13%

1-5 YEARS
5-10 YEARS
11-15 YEARS
15 & ABOVE

34% 38%

Experience is significant in ascertaining efficiency and ability of the employees in an

organization. As MTR Foods Ltd is a very old company, most of its employees are
experienced. The above graph shows that 15% of the employees have the experience of more
than 15 years. 34% of the respondents have an experience between 10-15 years. 38% of the
respondents have an experience of 5-10years.Only 13% of the respondents are of the
experience in between 1-5 years.

Chart 2.5 – Table showing Necessity of Performance Appraisal

NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
YES 71 88.75
 NO 9 11.25

TOTAL 80 100

Chart 2.5 – Graph showing Necessity of Performance Appraisal

NUMBER OF RESPONDENTS

11%

YES
NO

89%

From the above graph, it is clear that 89% of the respondents agree that Performance
Appraisal is necessary and 11% of the respondents did not agree to necessity of performance
appraisal.

Table 2.6 – Table showing the effectiveness of Performance Appraisal:

 NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
STRONGLY AGREE 28 35

AGREE 44 55

UN-DECIDED 5 6.25

DISAGREE 3 3.75

STRONGLY DISAGREE - -

TOTAL 80 100

Table 2.6 – Graph showing the effectiveness of Performance Appraisal

 60
55

50

NUMBER OF
RESPONDENTS
40
35 PERCENTAGE (%)

30

20

10 6.25
3.75

0
STRONGLY AGREE UN-DECIDED DISAGREE
AGREE

It can be inferred from the above chart that 35% of the respondents strongly
agree the performance appraisal is very effective. 35% of the respondents agree
that performance appraisal is very effective. 6.25% of the respondents are
undecided about the effectiveness of the performance appraisal and 3.75%of the
respondents won’t agree that performance appraisal is very effective.
Table 2.7 – Table showing to what extent performance appraisal helps to
show the areas of improvement.

NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
STRONGLY AGREE 28 35

AGREE 44 55

UN-DECIDED 5 6.25

DISAGREE 3 3.75

STRONGLY DISAGREE - -

TOTAL 80 100
Chart 2.7 – Chart showing to what extent performance appraisal helps to
show the areas of improvement.

55
100
90
80
35
70 PER CEN TA G E ( % )
60
50 NUM B ER O F
40 RES PO N DENT S
30 6.25
20 3.75
10
0
S TRO NG L Y A G REE UN- DECID ED
D IS A G REE
A G REE

Performance appraisal helps to show the areas of improvement. 55% of the

respondents agree that performance appraisal agree helps to show the areas of
improvement. Thus performance appraisal helps the employees to know the
areas of improvement.

Table 2.8 – Table showing whether the promotion is purely based on

performance.
 NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
STRONGLY AGREE 14 17.5

AGREE 24 30

UN-DECIDED 22 27.5

DISAGREE 12 15

STRONGLY DISAGREE 8 10

TOTAL 80 100

Chart 2.8 – Chart showing whether the promotion is purely based on

performance.
 30
30
27.5
25

20 17.5
15 NUMBER OF
15 RESPONDENTS
10 PERCENTAGE (% )
10

0
STRONGLY UN- STRONGLY
AGREE DECIDED DISAGREE

From the above graph, it is very clear that 17.5% of the respondents strongly
agree that promotion is purely based on performance. 30% of the respondents
agree that promotion is based on performance. 15% of the respondents disagree
and 10% of the respondents strongly that promotion is purely based on
performance.

Table 2.9 – Table showing the appreciation level at workplace.

OPINION NUMBER OF PERCENTAGE (%)

 RESPONDENTS
STRONGLY AGREE 22 27.5

AGREE 36 45

UN-DECIDED 9 11.25

DISAGREE 7 8.75

STRONGLY DISAGREE 6 7.5

TOTAL 80 100

Chart 2.9 – showing the appreciation level at workplace.

 NUM B E R OF RE S P OND E NTS

8%
9% STRONGLY
28%
A GREE
A GREE
11%
UN-DECIDED

DISA GREE

STRONGLY
DISA GREE
44%

From the graph it is very clear that there is a very good appreciation for the
employees at their workplace.

Table 2.10 – Table showing the appreciation level at workplace.

OPINION NUMBER OF PERCENTAGE (%)

 RESPONDENTS
YES 71 88.75

NO 9 11.25

TOTAL 80 100

Chart 2.10 – Chart showing the appreciation level at workplace

NUMBER OF RESPONDENTS
11%

YES
NO

89%

From the above graph it is very clear that majority of the Respondents (89%)
are aware of their key result areas. But 11% of the respondents are not aware of
their key result areas. So, the organization has to take necessary steps to provide
clear information about the key result areas of the employees.

Table 2.11 – Table showing whether performance appraisal helps to reveal

the strength and weakness of the employees.

OPINION NUMBER OF PERCENTAGE (%)

 RESPONDENTS
STRONGLY AGREE 19 23.75

AGREE 53 66.25

UN-DECIDED 3 3.75

DISAGREE 4 5

STRONGLY DISAGREE 1 1.25

TOTAL 80 100

Chart 11 – Chart showing whether performance appraisal helps to reveal

the strength and weakness of the employees.
 140
6 6 .2 5
120

100
PERC EN TA G E ( % )
80
N UM B ER O F
60 2 3 .7 5 R ES PO ND ENTS
40
20 3 .7 5 5 1 .2 5
0
S TR O NG L Y A G REE UN - D EC ID ED DIS A G R EE S TRO N G L Y
A G R EE D IS A G R EE

From the above graph, it is found that 23.75% of the respondents strongly that
performance appraisal helps to reveal their strengths and weaknesses. 66.25% of
the respondents agree that performance appraisal helps to reveal their strengths
and weaknesses at job. A very small percentage of the respondents disagree
with the above point.

Table 2.12 – Table showing whether performance appraisal helps to

improve performance.
 NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
STRONGLY AGREE 24 30

AGREE 38 47.5

UN-DECIDED 7 8.75

DISAGREE 11 13.75

STRONGLY DISAGREE - -

TOTAL 80 100

Chart 2.12 – Chart showing whether performance appraisal helps to

improve performance.
 50 47.5
45
40
35
30 NUMBER OF
30
RESPONDENTS
25
PERCENTAGE (%)
20
15 13.75
10 8.75
5
0
STRONGLY UN-
AGREE DECIDED

The above graph shows that 30% of the respondents strongly agree that
performance appraisal helps to improve the performance. 47.7% of the
respondents agree that performance appraisal helps to improve performance.
13.75% of the respondents do not agree that performance appraisal helps to
improve performance.
Table 2.13 – Table showing the feedback level of performance appraisal
system.

NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
YES 47 58.75

NO 33 41.25

TOTAL 80 100
Chart 2.13 – Chart showing the feedback level of performance appraisal
system.

70
5 8 .7 5
60

50
4 1 .2 5 N U MB E R O F
40 R E S P O N D E N TS
30 P E R C E N TAG E (% )

20

10

0
YE S NO

From the above graph it can be inferred that 59% of the respondents state that
there is a feedback to the employees about the performance appraisal. But
41.25% of the respondents state that feedback is not provided about the
appraisal conducted.
Table 2.14 – Table showing whether performance appraisal shows a clear
understanding the expectations of the organization.

NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
STRONGLY AGREE 13 16.25

AGREE 57 71.25

UN-DECIDED 3 3.75

DISAGREE 4 5

STRONGLY DISAGREE 3 3.75

TOTAL 80 100

Chart 2.14 – Chart showing whether performance appraisal shows a clear

understanding the expectations of the organization.
 80
7 1 .2 5
70

60
NUM B ER O F
50
RES PO ND ENTS
PERCEN TA G E ( % )
40

30

20 1 6 .2 5

10 3 .7 5 5 3 .7 5

0
S TRO N G L YA G REE UN- D IS A G REE
S T RO NG L Y
A G REE DECID ED D IS A G REE

It is very clear from the above graph that 16% of the respondents strongly agree
that performance appraisal shows a clear understanding the expectations of the
organization. 71% of the respondents agree that performance appraisal shows a
clear understanding the expectations of the organization.

Table 2.15 – Table showing the usage of appraisal data for recognition and
encouragement.
 NUMBER OF
OPINION PERCENTAGE (%)
RESPONDENTS
STRONGLY AGREE 23 28.75

AGREE 51 63.75

UN-DECIDED 1 1.25

DISAGREE 3 3.75

STRONGLY DISAGREE 2 2.5

TOTAL 80 100

Chart 2.15 – Chart showing the usage of appraisal data for recognition and
encouragement.
 70 63.75

60

50

40 NUMBER OF RESPONDENTS
28.75
30 PERCENTA GE (% ) It
20
3.75 2.5
is
10 1.25

0
STRONGLY UN- STRONGLY
A GREE DECIDED DISA GREE

inferred from the above graph that 29% of the respondents strongly agree that
appraisal data is used for recognition and encouragement and 63% of the
respondents agree that the appraisal data is used for recognition and
encouragement.