Gender

N %
Male 66 66.0%

Female 34 34.0%

Interpretation

From the above table, it is inferred that 66% of the respondents are male and 34% of the
respondents are female
 Age
N %
22 - 25 30 30.0%
26 - 29 54 54.0%
30 - 33 9 9.0%
33 and above 7 7.0%

Interpretation

From the above table, it is inferred that 30% of the respondents are between the age group of 22
to 25 years, 54% are between the age group of 26 to 29 years, 16% are above 30 years
 Experience
N %
<5 54 54.0%
5 - 10 30 30.0%
11 - 15 13 13.0%
Above 15 3 3.0%

Interpretation

From the above table, it is inferred that 54% of the respondents are less than 5 years of
experience category, 30% are between 5 to 10 years, 13% are between 11 to 15 and 3% are above
15 years’ experience category.
 Recognition and rewards are based on performance.
N %
Strongly Agree 38 38.0%
Agree 49 49.0%
Neutral 4 4.0%
Disagree 4 4.0%
Strongly Disagree 5 5.0%

Interpretation
From the above table, it is inferred that 38% of the respondents have strongly agreed that the
recognition and rewards are based on performance. 49% of the respondents have agreed that the
recognition and rewards are based on performance. 4% are neutral in their opinion. 4% have
disagreed and rest 5% of the respondents have strongly disagreed.
 I understand how my pay relates to my job performance.

N %
Strongly Agree 29 29.0%
Agree 61 61.0%
Neutral 4 4.0%
Disagree 3 3.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 29% of the respondents have strongly agreed that they
can understand how their pay relates to their job performance. 61% of the respondents have
agreed that they can understand how their pay relates to their job performance. 4% are neutral in
their opinion. 3% have disagreed and rest 3% of the respondents have strongly disagreed.
 My organization takes steps to ensure that employees are appropriately paid and
rewarded.

N %
Strongly Agree 31 31.0%
Agree 56 56.0%
Neutral 4 4.0%
Disagree 4 4.0%
Strongly Disagree 5 5.0%

Interpretation
From the above table, it is inferred that 31% of the respondents have strongly agreed that their
organization takes steps to ensure that employees are appropriately paid and rewarded. 56% of
the respondents have agreed that their organization takes steps to ensure that employees are
appropriately paid and rewarded. 4% are neutral in their opinion. 4% have disagreed and rest 5%
of the respondents have strongly disagreed.
 If I perform well, it is likely I will receive a cash award or pay increase

N %
Strongly Agree 29 29.0%
Agree 60 60.0%
Neutral 2 2.0%
Disagree 4 4.0%
Strongly Disagree 5 5.0%

Interpretation
From the above table, it is inferred that 29% of the respondents have strongly agreed that they
receive cash award or pay increase according to their performance. 60% of the respondents have
agreed that they receive cash award or pay increase according to their performance. 2% are
neutral in their opinion. 4% have disagreed and rest 5% of the respondents have strongly
disagreed.
 I understand the basis for my most recent performance rating.

N %
Strongly Agree 32 32.0%
Agree 55 55.0%
Neutral 4 4.0%
Disagree 6 6.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 32% of the respondents have strongly agreed that they
understand the basis for my most recent performance rating. 55% of the respondents have agreed
that they understand the basis for my most recent performance rating. 4% are neutral in their
opinion. 6% have disagreed and rest 3% of the respondents have strongly disagreed.
 The standards used to appraise my performance are appropriate

N %
Strongly Agree 21 21.0%
Agree 68 68.0%
Neutral 5 5.0%
Disagree 2 2.0%
Strongly Disagree 4 4.0%

Interpretation
From the above table, it is inferred that 21% of the respondents have strongly agreed that
standards used to appraise my performance are appropriate. 68% of the respondents have agreed
that standards used to appraise my performance are appropriate. 5% are neutral in their opinion.
2% have disagreed and rest 4% of the respondents have strongly disagreed.
 I participate in setting standards and goals used to evaluate my job performance.

N %
Strongly Agree 30 30.0%
Agree 52 52.0%
Neutral 13 13.0%
Disagree 4 4.0%
Strongly Disagree 1 1.0%

Interpretation
From the above table, it is inferred that 30% of the respondents have strongly agreed that they
participate in setting standards and goals used to evaluate my job performance. 52% of the
respondents have agreed that they participate in setting standards and goals used to evaluate my
job performance. 13% are neutral in their opinion. 4% have disagreed and rest 1% of the
respondents have strongly disagreed.
 I understand what I must do to receive a high performance rating.

N %
Strongly Agree 9 9.0%
Agree 79 79.0%
Neutral 6 6.0%
Disagree 4 4.0%
Strongly Disagree 2 2.0%

Interpretation
From the above table, it is inferred that 9% of the respondents have strongly agreed that they
understand what they must do to receive a high performance rating. 79% of the respondents have
agreed that they understand what they must do to receive a high performance rating. 6% are
neutral in their opinion. 4% have disagreed and rest 2% of the respondents have strongly
disagreed.
 I have sufficient opportunities (such as challenging assignments or projects)
to earn a high performance rating.

N %
Strongly Agree 21 21.0%
Agree 67 67.0%
Neutral 6 6.0%
Disagree 3 3.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 21% of the respondents have strongly agreed that they
have sufficient opportunities to earn high performance rating. 67% of the respondents have
agreed that they have sufficient opportunities to earn high performance rating. 6% are neutral in
their opinion. 3% have disagreed and rest 3% of the respondents have strongly disagreed.
 I know how my performance rating compares to others in my organization who have
similar jobs.

N %
Strongly Agree 17 17.0%
Agree 70 70.0%
Neutral 5 5.0%
Disagree 4 4.0%
Strongly Disagree 4 4.0%

Interpretation
From the above table, it is inferred that 17% of the respondents have strongly agreed that they
know how their performance rating compares to others in my organization who have similar jobs.
70% of the respondents have agreed that they know how their performance rating compares to
others in my organization who have similar jobs. 5% are neutral in their opinion. 4% have
disagreed and rest 4% of the respondents have strongly disagreed.
 Objective measures are used to evaluate my performance.

N %
Strongly Agree 28 28.0%
Agree 63 63.0%
Neutral 4 4.0%
Disagree 3 3.0%
Strongly Disagree 2 2.0%

Interpretation
From the above table, it is inferred that 28% of the respondents have strongly agreed that they
know objective measures are used to evaluate my performance. 63% of the respondents have
agreed that Objective measures are used to evaluate my performance. 4% are neutral in their
opinion. 3% have disagreed and rest 2% of the respondents have strongly disagreed.
 I trust my supervisor to fairly assess my performance and contributions

N %
Strongly Agree 17 17.0%
Agree 74 74.0%
Neutral 4 4.0%
Disagree 4 4.0%
Strongly Disagree 1 1.0%

Interpretation
From the above table, it is inferred that 17% of the respondents have strongly agreed that they
trust their supervisor to fairly assess my performance and contributions. 74% of the respondents
have agreed that they trust their supervisor to fairly assess my performance and contributions. 4%
are neutral in their opinion. 4% have disagreed and rest 1% of the respondents have strongly
disagreed.
 I trust my supervisor clearly communicate conduct expectations

N %
Strongly Agree 29 29.0%
Agree 62 62.0%
Disagree 2 2.0%
Strongly Disagree 7 7.0%

Interpretation
From the above table, it is inferred that 29% of the respondents have strongly agreed that they
trust their supervisor clearly communicate conduct expectations. 62% of the respondents have
agreed that thy trust their supervisor clearly communicate conduct expectations.2% have
disagreed and rest 7% of the respondents have strongly disagreed.
 My supervisor keeps me informed about how well I am doing.

N %
Strongly Agree 11 11.0%
Agree 80 80.0%
Neutral 2 2.0%
Disagree 5 5.0%
Strongly Disagree 2 2.0%

Interpretation
From the above table, it is inferred that 11% of the respondents have strongly agreed that their
supervisor keeps on informed how they are doing. 80% of the respondents have agreed that their
supervisor keeps on informed how they are doing. 2% are neutral in their opinion. 5% have
disagreed and rest 2% of the respondents have strongly disagreed.
 My supervisor provides constructive feedback on my job performance

N %
Strongly Agree 41 41.0%
Agree 51 51.0%
Neutral 2 2.0%
Disagree 3 3.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 41% of the respondents have strongly agreed that their
supervisor provides constructive feedback on my job performance. 51% of the respondents have
agreed that their supervisor provides constructive feedback on my job performance. 2% are
neutral in their opinion. 3% have disagreed and rest 3% of the respondents have strongly
disagreed.

My supervisor provides timely feedback on my job performance

N %
Strongly Agree 20 20.0%
Agree 72 72.0%
Neutral 1 1.0%
Disagree 4 4.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 20% of the respondents have strongly agreed that their
supervisor provides timely feedback according to their job performance. 72% of the respondents
have agreed that their supervisor provides timely feedback according to their job performance.
1% are neutral in their opinion. 4% have disagreed and rest 3% of the respondents have strongly
disagreed
 My supervisor provides coaching, training opportunities, or other assistance to help me
improve my skill and performance.

N %
Strongly Agree 34 34.0%
Agree 58 58.0%
Neutral 4 4.0%
Disagree 2 2.0%
Strongly Disagree 2 2.0%

Interpretation
From the above table, it is inferred that 34% of the respondents have strongly agreed that their
supervisor provides coaching, training opportunities, or other assistance to help to improve their
skill and performance. 58% of the respondents have agreed that their supervisor provides
coaching, training opportunities, or other assistance to help to improve their skill and
performance. 4% are neutral in their opinion. 2% have disagreed and rest 2% of the respondents
have strongly disagreed.

I understand how my supervisor will evaluate my performance.

N %
Strongly Agree 28 28.0%
Agree 64 64.0%
Neutral 1 1.0%
Disagree 4 4.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 28% of the respondents have strongly agreed that they
understand how their supervisor evaluate their performance. 64% of the respondents have agreed
that they understand how their supervisor evaluate their performance. 1% are neutral in their
opinion. 4% have disagreed and rest 3% of the respondents have strongly disagreed.
 My supervisor rates my performance fairly and accurately.

N %
Strongly Agree 37 37.0%
Agree 55 55.0%
Neutral 3 3.0%
Disagree 4 4.0%
Strongly Disagree 1 1.0%

Interpretation
From the above table, it is inferred that 37% of the respondents have strongly agreed that their
supervisor rates their performance fairly and accurately. 55% of the respondents have agreed that
their supervisor rates their performance fairly and accurately. 3% are neutral in their opinion. 4%
have disagreed and rest 1% of the respondents have strongly disagreed.

My supervisor is held accountable for rating employee

performance fairly and accurately

N %
Strongly Agree 20 20.0%
Agree 72 72.0%
Neutral 4 4.0%
Disagree 1 1.0%
Strongly Disagree 3 3.0%

Interpretation
From the above table, it is inferred that 20% of the respondents have strongly agreed that their
supervisor accountable for rating employee performance fairly and accurately.72% of the
respondents have agreed that their supervisor accountable for rating employee performance fairly
and accurately. 4% are neutral in their opinion. 1% have disagreed and rest 3% of the respondents
have strongly disagreed.

My supervisor provides timely feedback on

my job performance
Strongl Strongly
y Agree Agree Neutral Disagree Disagree Total
Strongly Count 5 36 0 0 0 41
Agree Expecte 8.2 29.5 .4 1.6 1.2 41.0
d Count
% of 5.0% 36.0% 0.0% 0.0% 0.0% 41.0%
Total
Agree Count 15 36 0 0 0 51
Expecte 10.2 36.7 .5 2.0 1.5 51.0
My d Count
supervisor % of 15.0% 36.0% 0.0% 0.0% 0.0% 51.0%
provides Total
constructive Neutral Count 0 0 0 2 0 2
feedback on
Expecte .4 1.4 .0 .1 .1 2.0
my job
d Count
performanc
% of 0.0% 0.0% 0.0% 2.0% 0.0% 2.0%
e
Total
Disagre Count 0 0 0 0 3 3
e Expecte .6 2.2 .0 .1 .1 3.0
d Count
% of 0.0% 0.0% 0.0% 0.0% 3.0% 3.0%
Total
Strongly Count 0 0 1 2 0 3
Disagre Expecte .6 2.2 .0 .1 .1 3.0
e d Count
 % of 0.0% 0.0% 1.0% 2.0% 0.0% 3.0%
Total
Total Count 20 72 1 4 3 100
Expecte 20.0 72.0 1.0 4.0 3.0 100.0
d Count
% of 20.0% 72.0% 1.0% 4.0% 3.0% 100.0
Total %

CHI-SQUARE

TABLE 32-RELATIONSHIP BETWEEN CONSTRUCTIVE FEEDBACK AND TIMELY

Null hypothesis (H0): There is no relationship between constructive and timely feedback
on employee job performance

Alternate hypothesis (H1): There is a relationship between constructive and timely

feedback on employee job performance
 Chi-Square Tests
Asymptotic
Significance
Value df (2-sided)
Pearson Chi-Square 220.971 16 <.001
a

Likelihood Ratio 71.667 16 <.001

Linear-by-Linear 34.999 1 <.001
Association
N of Valid Cases 100
a. 21 cells (84.0%) have expected count less than 5.
The minimum expected count is .02.

Symmetric Measures
Approximate
Value Significance
Nominal by Phi 1.487 <.001
Nominal Cramer's .743 <.001
V
N of Valid Cases 100

Interpretation

From the output table the significant value is 0.001 which is less than 0.05. So null
hypothesis is rejected and alternate hypothesis is rejected at 95% confidence level. Hence, it
is concluded that there is a relationship between constructive and timely feedback on
employee job performance.

FINDINGS

1. 66% of the respondents are male

2. 54% of the respondents are between the age group of 26 to 29
3. 54% of the respondents having only less than 5 years of experience
4. Majority of the respondents agreed that recognition and reward based on performance only
5. Majority of the respondents agreed that their pay only related to their job performance only
6. Majority of the respondents agreed that they are aware about most recent rating
7. Majority of the respondents opined that organization takes steps to ensure that employees are
appropriately paid and rewarded.
8. Majority of the respondents opined that standard used to appraise employees are adequate
9. Majority of the respondents agreed that they participate in setting standards and goals used to
evaluate job performance.
10. Majority of the respondents aware about what they have to do for getting high rating
11. Majority of the respondents agreed that they have sufficient opportunities to earn high
performance rating
12. Majority of the respondents agreed that proper objective measures are used to evaluate job
performance
13. Majority of the respondents agreed that they trust their supervisor to fairly assess employee
performance and contributions
14. Majority of the respondents opined that their supervisors clearly communicating with them
15. Majority of the respondents agreed that their supervisors communicating regarding how they are
performing
16. Majority of the respondents agreed that their supervisors provide constructive feed back
17. Majority of the respondents agreed that their supervisors provide timely feed back
18. Supervisor provides coaching, training opportunities, or other assistance to help me improve my
skill and performance is adequate
19. Majority agreed that rating their performance fairly and accurately.
20. From chiquare test it is observed that there is an association between constructive and timely
feedback on employee job performance.

SUGGESTIONS

1. Motivational online training programs can be conducted to have high level of perceived fairness
of performance appraisal during online work.
2. Supervisors can take more appropriate steps to communicate and clarify their problems to increase
their performance
3. Supervisors can be more alert in guiding the employees and make them understand clearly about
their progress in job performance
4. Employees working remotely may be stressed in their work can be motivated by giving
appropriate reward to motivate them to increase their skill and performance.
5. More awareness about the rating methods can be given to the employees to make it understand
their opportunities and utilize the same to gain high rating in their performance.
 CONCLUSION

COVID 19 pandemic has detained the employees to work from home and starts to work from
home. In this period employees have faced several problems to work effectively due to lack of
communication with team members and lack of guiding from the supervisors. This Study suggest
that the success of the performance appraisal system may depend on how to manage employees’
perceptions of its fairness. Some of the factors like fair and accurate assessment, employee
satisfaction on job evaluation, proper reward and payment according to their job performance are
considered in this study and found that employees have fair perception towards employee
appraisal system during online period.