Dear All,
I am in the process of designing pMS for workers for a manufacturing company....
Have prepared the appraisal form and now i would need to list down the assessment tool for such parameters. For Eg:
Efficiency: Target based
Quality : No. of rejections
Adherence to Company Rules:
Absenteeism : Leave score
Discipline : Grievances/warning letter
Job knowledge:
Attitude :
Need your guidance on the same.
From India, Gurgaon
2I am in the process of designing pMS for workers for a manufacturing company....
Have prepared the appraisal form and now i would need to list down the assessment tool for such parameters. For Eg:
Efficiency: Target based
Quality : No. of rejections
Adherence to Company Rules:
Absenteeism : Leave score
Discipline : Grievances/warning letter
Job knowledge:
Attitude :
Need your guidance on the same.
From India, Gurgaon
Dear Jaipreet,
Following are my comments: -
Efficiency: Target based.
Quality : No. of rejections
Both the parameters are linked to their training. Please define them well in advance and communicate them.
Adherence to Company Rules:
Ok. Good point.
Absenteeism : Leave score
Please make difference between "Employee Leave" and "Absenteeism". Former is admissible under the law. Only the unauthorised absence is "Absenteeism". Availing of leave itself should not be treated as negative factor.
Discipline : Grievances/warning letter
Please differentiate between grievances and warning. Raising grievance is permissible under the law. Law permits it keeping the spirit of democracy. Secondly, if some worker raises grievance against some supervisor, for the supervisor it should not be a negative factor. Condition of harmony cannot exist all the times. Conflict or differences are part and parcel of life. However, if worker receives the warning letter, it can be treated as negative factor.
Job knowledge:
The first two points i.e. efficiency and quality are linked to job knowledge. Hence you may delete this point. What is the use of having knowledge but worker is unable to give quality output?
Attitude :
My comments are same as that of efficiency and quality. a person with right attitude will be efficient, will give quality output, will be amenable to discipline, will adhere to the company rules, will not be absent without authorisation. All the factors stem from attitude.
Ok...
Dinesh V Divekar
Management & Behavioural Training Consultant
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
Following are my comments: -
Efficiency: Target based.
Quality : No. of rejections
Both the parameters are linked to their training. Please define them well in advance and communicate them.
Adherence to Company Rules:
Ok. Good point.
Absenteeism : Leave score
Please make difference between "Employee Leave" and "Absenteeism". Former is admissible under the law. Only the unauthorised absence is "Absenteeism". Availing of leave itself should not be treated as negative factor.
Discipline : Grievances/warning letter
Please differentiate between grievances and warning. Raising grievance is permissible under the law. Law permits it keeping the spirit of democracy. Secondly, if some worker raises grievance against some supervisor, for the supervisor it should not be a negative factor. Condition of harmony cannot exist all the times. Conflict or differences are part and parcel of life. However, if worker receives the warning letter, it can be treated as negative factor.
Job knowledge:
The first two points i.e. efficiency and quality are linked to job knowledge. Hence you may delete this point. What is the use of having knowledge but worker is unable to give quality output?
Attitude :
My comments are same as that of efficiency and quality. a person with right attitude will be efficient, will give quality output, will be amenable to discipline, will adhere to the company rules, will not be absent without authorisation. All the factors stem from attitude.
Ok...
Dinesh V Divekar
Management & Behavioural Training Consultant
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
Dear Dinesh,
Thanks for your valuable inputs...
I have reframed the PMS criteria now....
S.No Parameters Score Assessment criteria
1 Quantity of work 50 Efficiency: Target based
2 Quality of work 20 No. of rejections
3 Absenteeism 10 Score
4 Employee Behavior 10 No. of grievances/warning letter
5 Learning attitude 10 Supervisor
Total Score (1+2+3+4+5) 100
Let me in case we can some other assessment tool to measure employee behavior. I have put in no. of grievances to avoid any unnecessary grievances between workers. Hence it will reduce the no. of grievances as well.
Herein, only 10 score is in the hands of supervisor, rest is all record based.
Also, can i have some other parameters to assess workers performance.....
my idea is to create such a transparent & objective PMS so that anybody who does appraisal for any worker, such worker should get similar scoring. I want to move up from the earlier concept of appraisal to avoid biasness & favourtisim from supervisor's side...
Let me know about the same.
Regards,
Jaipreet
From India, Gurgaon
Thanks for your valuable inputs...
I have reframed the PMS criteria now....
S.No Parameters Score Assessment criteria
1 Quantity of work 50 Efficiency: Target based
2 Quality of work 20 No. of rejections
3 Absenteeism 10 Score
4 Employee Behavior 10 No. of grievances/warning letter
5 Learning attitude 10 Supervisor
Total Score (1+2+3+4+5) 100
Let me in case we can some other assessment tool to measure employee behavior. I have put in no. of grievances to avoid any unnecessary grievances between workers. Hence it will reduce the no. of grievances as well.
Herein, only 10 score is in the hands of supervisor, rest is all record based.
Also, can i have some other parameters to assess workers performance.....
my idea is to create such a transparent & objective PMS so that anybody who does appraisal for any worker, such worker should get similar scoring. I want to move up from the earlier concept of appraisal to avoid biasness & favourtisim from supervisor's side...
Let me know about the same.
Regards,
Jaipreet
From India, Gurgaon
Dear Jaipreeth,
Dinesh Divekar has given you sound advice. What you are trying to achieve is "Criteria-based Appraisal of workers". Hence, kindly read about it at Performance Appraisal (Negotiated Approach) found at Google
Have a nice day
Simhan
A retired academic in the UK
From United Kingdom
Dinesh Divekar has given you sound advice. What you are trying to achieve is "Criteria-based Appraisal of workers". Hence, kindly read about it at Performance Appraisal (Negotiated Approach) found at Google
Have a nice day
Simhan
A retired academic in the UK
From United Kingdom
Dear Simhan,
I guess most of the parameters for assessment have been covered as fas as workers appraisal is concerned...
Let me know in case any parameter needs to be added or any modification needs to be done in the assessment critera...
Regards,
Jaipreet
From India, Gurgaon
I guess most of the parameters for assessment have been covered as fas as workers appraisal is concerned...
Let me know in case any parameter needs to be added or any modification needs to be done in the assessment critera...
Regards,
Jaipreet
From India, Gurgaon
Dear Jaipreet,
My paragraph-wise comments are as below:
S.No Parameters Score Assessment criteria
1 Quantity of work 50 Efficiency: Target based
Please intimate the workers well in advance the measures of their efficiency. Secondly, when they take up new job, their efficiency will drop down. You need to consider this period as learning curve and not as inefficiency.
2 Quality of work 20 No. of rejections
No of rejections apart, number of pieces required rework also should be considered.
3 Absenteeism 10 Score
Please define when worker will get score of 10 and when he/she will get score of 1.
4 Employee Behavior 10 No. of grievances/warning letter
About grievance, I have written in my previous post. The worker who does not raise any grievance is a good worker, this is a wrong perception. It will foster sycophancy. Secondly, about the warning letter, please define the type of type of misconduct will merit how much deduction of marks in the performance appraisal.
5 Learning attitude 10 Supervisor
Please define when a worker will get 1 mark and when he/she will get 10.
Total Score (1+2+3+4+5) 100
Let me in case we can some other assessment tool to measure employee behavior. I have put in no. of grievances to avoid any unnecessary grievances between workers. Hence it will reduce the no. of grievances as well.
You can add one more point of innovation/suggestion. Did he come up with idea whereby it was possible to save consumption of resources or time? Secondly, if some worker does some experiment and fails, please make sure that the failure is not penalised in performance appraisal.
Ok...
DVD
From India, Bangalore
My paragraph-wise comments are as below:
S.No Parameters Score Assessment criteria
1 Quantity of work 50 Efficiency: Target based
Please intimate the workers well in advance the measures of their efficiency. Secondly, when they take up new job, their efficiency will drop down. You need to consider this period as learning curve and not as inefficiency.
2 Quality of work 20 No. of rejections
No of rejections apart, number of pieces required rework also should be considered.
3 Absenteeism 10 Score
Please define when worker will get score of 10 and when he/she will get score of 1.
4 Employee Behavior 10 No. of grievances/warning letter
About grievance, I have written in my previous post. The worker who does not raise any grievance is a good worker, this is a wrong perception. It will foster sycophancy. Secondly, about the warning letter, please define the type of type of misconduct will merit how much deduction of marks in the performance appraisal.
5 Learning attitude 10 Supervisor
Please define when a worker will get 1 mark and when he/she will get 10.
Total Score (1+2+3+4+5) 100
Let me in case we can some other assessment tool to measure employee behavior. I have put in no. of grievances to avoid any unnecessary grievances between workers. Hence it will reduce the no. of grievances as well.
You can add one more point of innovation/suggestion. Did he come up with idea whereby it was possible to save consumption of resources or time? Secondly, if some worker does some experiment and fails, please make sure that the failure is not penalised in performance appraisal.
Ok...
DVD
From India, Bangalore
Dear Dinesh,
Thanks for your inputs...
Have reframed the same....Do u have any reference for books especially meant for designing PMS in a manufacturing company as i need to design for non productive workers as well...
Regards,
Jaipreet
From India, Gurgaon
Thanks for your inputs...
Have reframed the same....Do u have any reference for books especially meant for designing PMS in a manufacturing company as i need to design for non productive workers as well...
Regards,
Jaipreet
From India, Gurgaon
Dear Dinesh, What could be parameters to design PMS for non productive workers. For eg: 1) Dispatch 2) Housekeeping 3) Security and the like... Others comment are alos welcome.... Regards, Jaipreet
From India, Gurgaon
From India, Gurgaon
PMS is not a one shot affair, depending on ground realities an effective PMS will take a long time to take shape and materialise.
eg if a sales person has been working for last 10 years and generates max revenue, is everything ok ?
no
check upselling/ crosselling/ unmet needs etc of existing customers plus prospecting both in terms of quality/ quantity.
in case of any person/position :
first keep a job descriptor handy
next gather data and analyse eg if a child secures 49, then 56, then 43 in three consecutive tests on a subject, variance is high. ensure three consecutive points are linear.
benchmark data- start internally at least, next with another cos and lastly on the lines of APQC
make a Training needs assessment of each individual
fix factors accordng to cos situation eg first focus on sales, next add operating margins per account, next margins per transaction, credit cycle etc..
From India, Delhi
eg if a sales person has been working for last 10 years and generates max revenue, is everything ok ?
no
check upselling/ crosselling/ unmet needs etc of existing customers plus prospecting both in terms of quality/ quantity.
in case of any person/position :
first keep a job descriptor handy
next gather data and analyse eg if a child secures 49, then 56, then 43 in three consecutive tests on a subject, variance is high. ensure three consecutive points are linear.
benchmark data- start internally at least, next with another cos and lastly on the lines of APQC
make a Training needs assessment of each individual
fix factors accordng to cos situation eg first focus on sales, next add operating margins per account, next margins per transaction, credit cycle etc..
From India, Delhi
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