Research Interview

This document contains the findings and questionnaire from a research interview about performance appraisal systems in companies. It includes insights from managers and crew members about the process, factors considered in decision-making, and their opinions on the performance appraisal process. The document also discusses the company's strengths in performance appraisal and suggestions for improvement.

Research Interview

Table of Contents
DATA PRESENTAITON AND PARTICIPANTS TABLE...........................................................2
FINDINGS.......................................................................................................................................2
QUESTIONAIRE........................................................................................................................2

DATA PRESENTAITON AND PARTICIPANTS TABLE
CANDIDATE POSITION AGE ETHNICITY TIME
WORKING
INTERVIEW
DATE
A Manager 25 Arabic
(Moroccan)
3 years 4
months
12/01/2021
B Manager 29 Black African
(Nigerian)
4 year 14/01/2021
C Supervisor 20 European
(Spanish)
2 year 2
months
17/01/2021
D Crew
member
24 European
(Portuguese)
1 year 24/01/2021
E Crew
member
23 Latin-
American
(Ecuador)
1 year 7
months
02/02/2021
F Crew
member
19 European
(Rumanian)
1 year 3
months
07/02/2021
FINDINGS
QUESTIONAIRE
Questions for managers:
Q1. Do you have any performance appraisal system? If yes, can you please explain in detail how
it is?
Ans. “Yes, 360 degree is the updated performance appraisal system by the organisation as this
process focuses on collecting feedback for the employee’s performance with the help of different
stakeholders across the organisation. This feedback usually develops of input from the line
managers, subordinates, peers, clients, customers and many more” (Interviewee A). “360 degree
because it leads to offer in useful way in order to receive specific unbiased and well-rounded
feedback over the performance of employees from the several perspectives” (Interviewee B).
Q2. What process you follow to make improvement of the employees’ performance?

Ans. “There are various ways in order to improve the overall performance of employees but the
suitable point which is considered by the respective company is to split the task into several units
and assign them according to the skills and talent of employees” (Interviewee B). “With proper
skills employees are able to perform their job role with full potential and assign to task without
any distraction. The figures and numbers of the performance of employees are helpful for them
in order to motivate them to perform their job role as it helps in improving the performance and
productivity” (Interviewee A).
Q3. Could you please explain me how do you conduct the performance appraisal? Can you
please explain me the process?
Ans. “There are several ways in order to conduct performance appraisal but there is a specific
process which is being followed by company that relies under the guidelines organised and
design to conduct employee’s performance appraisal. For this the first step include the design of
valid for legally design process and design standard form for performance appraisals”
(Interviewee A). “Company need to schedule the performance review within six months after the
commencement of employment and also initiate the performance review process and the
upcoming meeting” (Interviewee B).
Q4. Could you please explain me what are the factors consider in making decision an
employee’s performance appraisal? Example, do you check their attendance, customer rating?
Ans. “There are various ways by which manager make decisions regarding the performance
appraisal of employee by considering their adaptability describing the deficiency in which
employees work under stress and respond to words to change” (Interviewee B). “Motivational
factor in which the employees pursue their objectives with proper commitment and take Pride in
accomplishment. Attendance describes the extent to which they employ can be dependent to be
available for work to fulfil responsibilities of their position. Last but not the least the quantity
and Quality of work that describe their efficiency and effectiveness which is produced by
employee along with their speed accuracy and consistency of output” (Interviewee A).
Q5. Can you give your opinion about performance appraisal process?
Ans. “According to me performance appraisal process should be conducted every 6 months and
quarterly in order to motivate employees to perform their job role with full potential”
(Interviewee A). “In present time, money is the only factor that motivates people in order to

perform the job role with full potential as if employees do not get a pleasure regarding their
performance, then they are not able to perform their job effectively” (Interviewee B).
Q6. What do you think/see as the company’s strengths performance appraisal that you think they
should be focusing on more?
Ans. “According to me the company’s strength regarding the performance appraisal is their
strategy and technique which is 360-degree appraisal which is by this they are able to focus over
the improvement and development of the performance of employees by considering their
motivational factor to perform their job role” (Interviewee B). “360-degree appraisal is
beneficial in terms of boosting the sales and revenues of company and company also focus on
introducing more performance appraisal techniques regarding the benefits of employees”
(Interviewee A).
Questions for crew/supervisor:
Q7. Do you know the performance appraisal system in this company? Have you ever been in that
process? If yes, can you please explain your experience of the system?
Ans. “We know about the performance appraisal system as it is useful for the company in order
to achieve their goals and objectives within the given period of time with full potential and also
helpful in order to achieve from net sales and growth according to the expected outcome”
(Interviewees C and F). “At the time of my appraisal, we also have been there in this process
and it is conducted quite fairly in the organisation. For this, we have experienced quite positivity
regarding this process because the respective company did my appraisal regarding my skills
potential and competence” (Interviewees D and F).
Q8. What are the targets set on your performance? How is it been evaluated?
Ans. “The major task for us is to enhance the team working skills along with meeting the daily
targets set by our manager. This would lead us to become much more fruitful for the
organisation” (Interviewees C and D). “It led us to enhance my performance level and also our
manager will effectively be evaluating the performance with the help of benchmarking
performance review approach. Also, the targets specifically can help an individual like me to
achieve the daily targets” (Interviewees E and F).

Q9. Do you think, the process been used in evaluating crew performance is good or do you have
any suggestion of a better way to evaluate your performance?
Ans. “The performance assessment science is aimed at two basic objectives: to establish a
measure that correctly analyses a person’s work performance and to construct an assessment
system that promotes the operation of one or more functions in an organisation. While all
performance assessment systems include both objectives, they reflect two important research
objectives, one based on the tradition of measuring, the other on management of human resource
and the other on the organisational objectives of performance assessment and are different. They
reflect each other differently” (Interviewees C, D and F). “In present situation, I can say that
crew perform is a crucial and effective process that can help me and my colleagues to work
much more effectively” (Interviewee E).
Q10. What do you think/see as the company’s strengths performance appraisal that you think
they should be focusing on more?
Ans. “Performance appraisal can be considered as one of the crucial approaches that may help a
company in looking at the weaknesses and strength points of employees. Trakstar offers an
interface that is simple on eyes and appears much like some of the contemporary social
networking sites for companies interested in full performance assessment & employee
involvement software. Trakstar assists company with performance assessments, staff
engagement surveys, 360 degrees / multi-raters feedback and targets for hundreds or thousands
of staffs” (Interviewees D, E and F). In order to match the demands of company, employer may
develop tailored assessment forms, establish SMART targets and construct adaptable procedures.
I have observed that considering this approach, I may easily hit different range of targets and
enhance my own key points linking to weaknesses and change them into my strengths
(Interviewee C).
Q11. Has a manager given you any recognition on your performance in the past month? How
frequently are they doing it?
Ans. “In every one month, managers do specifically do a performance review and we have got
recognition in last month only which motivated us and helped us in meeting our own weak points
and we made them as our strength. This impacted positively on our performance level”
(Interviewees C, D, E and F).