Appendix
Questionnaire
QUESTIONNAIRE
TALENT MANAGEMENT AND ITS IMPACT ON
ORGANISATIONAL COMMITMENT: A STUDY OF
EMPLOYEES IN PRIVATE SECTOR BANKS IN CHENNAI
Please answer the following questions by putting a tick mark/value in
the appropriate box.
1. DEMOGRAPHIC PROFILE
1.1 Name :
1.2 Gender : ❑ Male ❑ Female
1.3 Agein years : ❑Years
1.4 Qualification : ❑School level/Diploma❑UG/PG
❑Professional
1.5 Monthly Salary (INR) : ❑Upto Rs.25,000
❑ Rs.25,001 – Rs.50,000
❑ Rs.50,001 – Rs.75,000
❑Above Rs.75,000
1.6 Marital Status : ❑Married ❑ Unmarried
2. JOB PROFILE
2.1 Name of the Bank presently working and its place:
2.2 Your Bank belongs to : ❑Old Private Sector
❑New Gen Private Sector
2.3 Your Bank situated in : ❑South Chennai❑Central Chennai
❑North Chennai
2.4 Designation :
2.5 Department/Section :
2.6 Job Experience in present bank : ❑Years
2.7 Level of Management : ❑Lower level
❑Middle/Senior level
2.8 Nature of Job : ❑Permanent❑Temporary
2.9 Which of these opportunities would be most beneficial for Talent
Development to you?
Please number each box in order of preference from 1 to 10 (1 ‘Highest’ and 10
‘Lowest’ Preference)
S. No. OPPORTUNITIES RANK
1. Formal Training
2. Coaching
3. Mentoring
4. Feedback Sessions
5. Career Planning/Advice
6. Job Rotation
7. Reward/Pay
8. Senior Management Support
9. E-Learning
10. External Courses/Seminars
3. TALENT MANAGEMENT PRACTICES
Please indicate your level of agreement regarding the following by ticking in
the appropriate box.
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
andSA = Strongly Agree (5))
3a. TALENT ACQUISITION
S. SD D N A SA
TALENT ACQUISITION
NO. (1) (2) (3) (4) (5)
1. RECRUITMENT
1. Talent management is linked into and
aligned with recruitment strategy of the
bank.
2. My bank manages its brand well and uses
it to attract best performers.
3. Job Competency is the only criterion in
hiring employees in my bank.
4. Bank Management consistently appoints
high caliber employees.
5. Once a staff leaves the bank, there is a
talented staff readily available to fill the
gap.
2. SUCCESSION PLANNING
6. The bank has included succession
planning in the strategic or other planning
processes.
7. There exists some kind of succession plan
chart that guidesthe succession process for
each leadership position.
8. There is a practice of identifying a pool of
individuals withhigh leadership potential
for each leadership position.
9. The current leaders are active in
mentoring/coaching their potential
subordinates.
10. Usually successors are recruited from a
group of internallygroomed candidates.
S. SD D N A SA
TALENT ACQUISITION
NO. (1) (2) (3) (4) (5)
3. SELECTION
11. Qualification Norms and Standards fixed
by the Recruitment Board are strictly
followed.
12. The Selection Practices of the bank are
quite rigid in terms of eligibility criteria.
3. In selection process, innovative
techniques (like Stress level test, etc.)
should be adopted.
14. The bank undertakes subjective
assessments of personality and
communication ability when selecting a
candidate.
15. Selection practices and procedures of the
bank are periodically reviewed and
revised.
3b. TALENT DEVELOPMENT
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
and SA = Strongly Agree (5))
S. SD D N A SA
TALENT DEVELOPMENT
NO. (1) (2) (3) (4) (5)
4. TRAINING
16. Employees are properly oriented and
trained upon joining in the bank.
17. Advanced training programs are
conducted at regular intervals to
maintain quality.
18. The bank accords equal training
opportunities for all level of employees.
19. Training function emphasizes the
development of managerial
competencies.
S. SD D N A SA
TALENT DEVELOPMENT
NO. (1) (2) (3) (4) (5)
20. Employees in each job will normally go
through training programs every year.
5. PERFORMANCE MANAGEMENT
21. Performance Management System is
clearly defined by the bank.
22. All the factors facilitating and hindering
performance are taken into consideration
while appraising the performance.
23. My higher officials give clear, equitable
and specific performance appraisal and
provide regular feedback on my work
performance.
24. The performance of employees improves
due to current Performance Management
System followed in the bank.
25. Employees’ leadership and interpersonal
skills are developed due to Performance
Management System.
6. CAREER DEVELOPMENT
26. The management in my bank strongly
supports career development of
employees.
27. The bank provides regular opportunities
for personal and career development.
28. The bank has career development
activities that help employees
identify/improve their abilities, goals,
strengths and weaknesses.
29. Job Rotation and new assignments being
given to the employees as a part of
career development measure.
30. Career development programs are
conducted in the bank regularly.
3c. TALENT MAINTENANCE
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
and SA = Strongly Agree (5))
S. SD D N A SA
TALENT MAINTENANCE
NO (1) (2) (3) (4) (5)
7. WORK ENVIRONMENT
31. My work environment encourages me to
acquire new skills and knowledge.
32. Work environment of the bank provides
employee with opportunities to apply
new skills in the work.
33. Work environment of the bank makes
employees more productive and
organized.
34. Work environment of my bank is free
from discrimination and harassment.
35. Stress free environment is being
provided by my bank whereby work life
balance is achieved.
8. MOTIVATION
36. My work is well recognized by the
management.
37. My Manager/senior appreciates the work
I do.
38. I am strongly motivated by the rewards I
can earn.
39. HR policies are effective to keep
employees motivated in the bank.
40. I am strongly motivated by the
recognition I can earn from other people.
9. ORGANISATIONAL CULTURE
41. My bank aligns employees with the
mission and vision of the bank.
42. Almost everyone knows who is working
under whom.
43. Work direction and Employee’s Role are
clear and makes sense.
44. My bank places the right people in the
right jobs.
45. The organization is expanding and
changing its culture to be more attractive
and friendly to all.
3d. TALENT RETENTION
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
and SA = Strongly Agree (5))
S. SD D N A SA
TALENT RETENTION
NO. (1) (2) (3) (4) (5)
10. JOB CHARACTERISTICS
46. I have developed my skills with the
challenging job assignments provided to
me.
47. My job is more supportive for learning and
developing my knowledge and skills.
48. I have the support and authority to make
the decisions necessary for accomplishing
assigned task.
49. I get a sense of achievement from doing my
work.
50. The job is more interesting to me.
11. PAY AND BENEFITS
51. Salary linked performance are provided.
52. Incentives to outstanding employees.
53. Salary and perks are paid on competitive
basis
54. My Remuneration (Pay) is equivalent to the
skills/talent I possess.
55. Reward System will make the employees
more loyal to the bank.
12. COMMUNICATION
56. The employees are informed properly about
what is happening in the bank.
57. Proper mechanism for informing changes
in job.
58. Transparency in communication is
maintained.
59. Employees are provided the opportunity to
express their ideas and opinions.
60. All skill development programs and
opportunities are properly communicated to
all the employees.
4. TALENT MANAGEMENT
Please indicate your level of agreement regarding the following by
ticking in the appropriate box.
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
andSA = Strongly Agree (5))
S. SD D N A SA
TALENT MANAGEMENT
NO. (1) (2) (3) (4) (5)
1. Talent management initiatives are clearly
understood at my bank.
2. High level of support is provided to talent pool
by bank’s management.
3. Talent management system is transparent and
is shared around the bank.
4. Talent management provides the potentials for
long term competitive advantage for
employees and bank.
5. Talent management involves attracting,
retaining, developing, motivating and leading
employees in the bank.
5. EMPLOYEE ENGAGEMENT
Please indicate your level of agreement regarding the following by
ticking in the appropriate box.
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
andSA = Strongly Agree (5))
S. SD D N A SA
EMPLOYEE ENGAGEMENT
No. (1) (2) (3) (4) (5)
1. I really “throw” myself into my job.
2. This job is all consuming; I am totally into
it.
3. The work I do on this job is very important
to me.
S. SD D N A SA
EMPLOYEE ENGAGEMENT
No. (1) (2) (3) (4) (5)
4. My job activities are personally
meaningful to me.
5. I feel that the work I do on my job is
valuable.
6. I am very enthusiastic about my job.
7. When I get up in the morning, I feel like
going to work.
8. At my work I always persevere, even when
things do not go well.
9. I am proud of the work that I do.
10. I am absorbed in my work.
11. Time flies when I am working.
12. At my job I feel strong and vigorous.
13. I can continue working for very long
periods of time.
14. At my work, I feel energetic.
15. I feel happy when I am working intensely.
16. Being a member of this organization is
very captivating for me.
17. One of the most exciting things for me is
getting involved with things happening in
this organization.
18. Being a member of this bank make me
come “alive.”
19. Being a member of this bank is
exhilarating for me.
20. I am highly engaged in this bank.
6. ORGANISATIONAL COMMITMENT
Please indicate your level of agreement regarding the following by
ticking in the appropriate box.
(SD = Strongly Disagree (1) D = Disagree (2) N = Neutral (3) A = Agree (4)
andSA = Strongly Agree (5))
S. SD D N A SA
ORGANISATIONAL COMMITMENT
NO. (1) (2) (3) (4) (5)
1. I feel a strong sense of belonging to my
organization.
2. I feel personally attached to my work
organization.
3. I enjoy discussing my organization with
people outside it.
4. I really feel that problems faced by my
organization are also my problems.
5. This organization really inspires the very best
in me in the way of job performance.
6. Right now, staying with my organization is a
matter of necessity as much as desire.
7. It would be very hard for me to leave my
organization right now, even if I wanted to.
8. I feel I have too few alternative employment
options to consider leaving this organization.
9. Too much of my life would be disrupted if I
decided I wanted to leave my organization
right now.
10. It would be too costly for me to leave this
organization right now.
11. I believe that a person must always be loyal to
his or her organization.
12. Jumping from one organization to another
organization seems to be unethical to me.
13. Things were better in the days when people
stayed with one organization for most of their
careers.
14. I would not leave my organization right now
because I have a sense of obligation to the
people in it.
15. I owe a great deal to my organization.
ANY COMMENTS AND SUGGESTIONS
…………………………………………………………………………………
…………………………………………………………………………………
…………………………………………………………………………………
…………………………………………………………………………………
…………………................
Thank you for spending your valuable time and providing response.