Dear All,
In all manufacturing Industries vendors/suppliers/customers are facing difficulties due to employees.
We would like to do an evaluation of employees. Kindly share common parameters with me.
Regards,
mili
From India, Vadodara
23In all manufacturing Industries vendors/suppliers/customers are facing difficulties due to employees.
We would like to do an evaluation of employees. Kindly share common parameters with me.
Regards,
mili
From India, Vadodara
Dear Ms. Mili Sinhara,
Employee evaluation process usually provides the quality effective to the strengths and lacking areas in workplace. Here in your case the direct reporting supervisor should usually evaluate the concerned employee.
Eventually, this kind of review should enormously be realistic in targets for the next evaluation that are specific and quantifiable to the next evaluation. This should not be the only reason to rate the employees or find out the "ill at ease". The main purpose should always involve -
- scrutinizing,
- educating and
- enlighteneing the facts prevailing
- objectives that needs to be followed infornt of the [Vendors/Suppliers/Customers] rather than personal reproach.
Although this helps to understand the employee nature they should not feel intimidated on any rating or consistent measurements of skills given to them. Often the manager/supervisor is expected to evaluate wise and the HR should also formally review the data as provided by the concerned.
From India, Visakhapatnam
Employee evaluation process usually provides the quality effective to the strengths and lacking areas in workplace. Here in your case the direct reporting supervisor should usually evaluate the concerned employee.
Eventually, this kind of review should enormously be realistic in targets for the next evaluation that are specific and quantifiable to the next evaluation. This should not be the only reason to rate the employees or find out the "ill at ease". The main purpose should always involve -
- scrutinizing,
- educating and
- enlighteneing the facts prevailing
- objectives that needs to be followed infornt of the [Vendors/Suppliers/Customers] rather than personal reproach.
Although this helps to understand the employee nature they should not feel intimidated on any rating or consistent measurements of skills given to them. Often the manager/supervisor is expected to evaluate wise and the HR should also formally review the data as provided by the concerned.
From India, Visakhapatnam
Hi!
When an organization is encountering organizational problems, and employees are suspect as being the root cause of such problems, then an organization and personnel audit may be needed to validate the suspicion.
There might also be a need to set up a good and effective Performance Management System (PMS).
We specialize and help organizations worldwide in these areas.
Feel free to contact us if you need external help and has budget!
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
When an organization is encountering organizational problems, and employees are suspect as being the root cause of such problems, then an organization and personnel audit may be needed to validate the suspicion.
There might also be a need to set up a good and effective Performance Management System (PMS).
We specialize and help organizations worldwide in these areas.
Feel free to contact us if you need external help and has budget!
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
From Philippines, Parañaque
Mili, are you trying to convey by any chance that in manufacturing industry, the vendors/ suppliers/ customers are experiencing problems dealing with those employees whose role(s)/ responsibility is to interact with them. Such employees will normally be a part of the Purchase/ Sales/ Finance departments of these organizations.
To understand your concern(s) better, do we assume that the vendors/ suppliers/ customers have some complaints/ grudges about the employees from the above mentioned departments, across various companies in the manufacturing sector? If no, what exactly is the problem area so that our proposed solution could accurately address the same. For example, a 360 degrees evaluation process can manage feed back from vendors, suppliers & customers on specific employees but would that be the right approach?
From India, Delhi
To understand your concern(s) better, do we assume that the vendors/ suppliers/ customers have some complaints/ grudges about the employees from the above mentioned departments, across various companies in the manufacturing sector? If no, what exactly is the problem area so that our proposed solution could accurately address the same. For example, a 360 degrees evaluation process can manage feed back from vendors, suppliers & customers on specific employees but would that be the right approach?
From India, Delhi
Dear Mr. Bhatia,
Would like to appreciate you & other senior's reply.
You are absolutely right. Would like to modify 360 degrees. For all employees it should be user frankly.
Pl. Let me know the common problems of suppliers, vendors, customers. If you are having any form for the same. Pl. Share.
Regards,
mili
From India, Vadodara
Would like to appreciate you & other senior's reply.
You are absolutely right. Would like to modify 360 degrees. For all employees it should be user frankly.
Pl. Let me know the common problems of suppliers, vendors, customers. If you are having any form for the same. Pl. Share.
Regards,
mili
From India, Vadodara
Dear Sir,
Following parameters we are planning to use in our organization.
Kindly guide if I would have missed anyone. Pl. Share relevant forms if you are having same .We are working on department assessment not for individual assessment. These parameters are according to our industry requirement.
We are not interested to hire any consultants.
1 Peers (other departments) (With whom co-ordination is there)
2 Suppliers/Vendors
3 Customers
4 Subordinates
(Team Members)
5 Sub Departments (If it is There)
6 EM
7 Cost Reduction
8 Superior (As & when required)
9 Behavior
Thanks,
mili
From India, Vadodara
Following parameters we are planning to use in our organization.
Kindly guide if I would have missed anyone. Pl. Share relevant forms if you are having same .We are working on department assessment not for individual assessment. These parameters are according to our industry requirement.
We are not interested to hire any consultants.
1 Peers (other departments) (With whom co-ordination is there)
2 Suppliers/Vendors
3 Customers
4 Subordinates
(Team Members)
5 Sub Departments (If it is There)
6 EM
7 Cost Reduction
8 Superior (As & when required)
9 Behavior
Thanks,
mili
From India, Vadodara
Please define first your business requirement in one paragraph. Then list out who all will be the 'respondents' to your 360 degree feed back 'questionnaire' for each department. Your business requirement will help you in the design of 'Questionnaire'. Your list of respondents will decide the work flow parameters for evaluating each department.
The details given by you lack clarity. For example, one is unable to understand (i) how many departments are to be evaluated? (ii) are the respondents same for each department? (iii) how exactly shall the responses to the questionnaire be collected & collated? (iv) how the confidentiality shall be maintained, since you are also looking for responses from the external environment (customers/ suppliers/ contractors)? There are many other similar issues which need to be evaluated to avoid making a mockery of this exercise.
Therefore, unless the totality of a 360 degree exercise is documented, you can not define & execute your process. And since you are not looking for a consultant, please design your instruments & the process keeping the above aspects in view. Best of luck!
From India, Delhi
The details given by you lack clarity. For example, one is unable to understand (i) how many departments are to be evaluated? (ii) are the respondents same for each department? (iii) how exactly shall the responses to the questionnaire be collected & collated? (iv) how the confidentiality shall be maintained, since you are also looking for responses from the external environment (customers/ suppliers/ contractors)? There are many other similar issues which need to be evaluated to avoid making a mockery of this exercise.
Therefore, unless the totality of a 360 degree exercise is documented, you can not define & execute your process. And since you are not looking for a consultant, please design your instruments & the process keeping the above aspects in view. Best of luck!
From India, Delhi
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Employee Evaluation Form.doc