Dear Sir,
I am trying to develop a suitable performance evaluation templates for my supervisors and QCs in our Garment factory.
If any one has such experience please share with me and if possible send me sample /templates
Regards
RAMESH
From India, Tiruppur
12I am trying to develop a suitable performance evaluation templates for my supervisors and QCs in our Garment factory.
If any one has such experience please share with me and if possible send me sample /templates
Regards
RAMESH
From India, Tiruppur
hi ramesh,
im interestd in the topic n i m a student of nift, n im bout to leave for my summer interns in the same.. it would b helpful for me as well.
plz contact me at
bye take care
apaar
From India, Hyderabad
im interestd in the topic n i m a student of nift, n im bout to leave for my summer interns in the same.. it would b helpful for me as well.
plz contact me at
bye take care
apaar
From India, Hyderabad
Dear Ramesh,
i faced the same challenge and managed to achieve part solution.
first make a detailed job description for each position.Ask people to list their achievements with supporting data.
(this alone shall help you in achieving the performance appraisal part.
in my previous cos, an IT major, we were COPC certified. metrics are defined for every KPI ie. all KPIs are tracked on a real time basis e.g. Average handling time/ talk time/ first time resolution etc for calls. 52 weeks of data is ready at the end of the year and lo you have the appraisal too ready.
however in certain positions/ activities the same is not easy to measure. there instead of efficiency use effectiveness e.g. for a HR manager, number of compliance notices should be restricted to 2. this will force him to exercise his skills to the maximum.
let me know if you require further help,
surya vrat
From India, Delhi
i faced the same challenge and managed to achieve part solution.
first make a detailed job description for each position.Ask people to list their achievements with supporting data.
(this alone shall help you in achieving the performance appraisal part.
in my previous cos, an IT major, we were COPC certified. metrics are defined for every KPI ie. all KPIs are tracked on a real time basis e.g. Average handling time/ talk time/ first time resolution etc for calls. 52 weeks of data is ready at the end of the year and lo you have the appraisal too ready.
however in certain positions/ activities the same is not easy to measure. there instead of efficiency use effectiveness e.g. for a HR manager, number of compliance notices should be restricted to 2. this will force him to exercise his skills to the maximum.
let me know if you require further help,
surya vrat
From India, Delhi
Dear Friend,
I am in receipt of your comment, quite useful.
As we have certified ISO 9001 company and seriously following it; we have KPIs and we have even monthly review programs. But still we find it difficult to percolate it down or split in to small small objectives to suit supervisory level.
In different skill level, different experience and responsibility level I think we need to have different methodology to ascertain the performance. Our Industry as everyone knows is highly labour intensive and hence calls for foolproof systems.
I hope every one in our network can contribute in to this thought.
Thanks
P.T.RAMESHAN
From India, Tiruppur
I am in receipt of your comment, quite useful.
As we have certified ISO 9001 company and seriously following it; we have KPIs and we have even monthly review programs. But still we find it difficult to percolate it down or split in to small small objectives to suit supervisory level.
In different skill level, different experience and responsibility level I think we need to have different methodology to ascertain the performance. Our Industry as everyone knows is highly labour intensive and hence calls for foolproof systems.
I hope every one in our network can contribute in to this thought.
Thanks
P.T.RAMESHAN
From India, Tiruppur
Dear Madam,
Please find the present level performance indicators I have set for my Line QAs/ Supervisors.
If the line performs both QA/ Supervisor will get same amount of increment.
a) Attendance
b) Discipline
c) Line production performance
d) External inspection failures due to workmanship
e) Rejection / Rework.
f) Adherence to budget.
Apart from this, HOD has given with
85% capacity utilisation, Rework below 3%, Rejection below 1%, CMT saving by 10%
And Nil customer complaints, Nil external inspection failures also part of their KPIs.
I hope I am answering to your question
Regards
P.T.RAMESHAN
From India, Tiruppur
Please find the present level performance indicators I have set for my Line QAs/ Supervisors.
If the line performs both QA/ Supervisor will get same amount of increment.
a) Attendance
b) Discipline
c) Line production performance
d) External inspection failures due to workmanship
e) Rejection / Rework.
f) Adherence to budget.
Apart from this, HOD has given with
85% capacity utilisation, Rework below 3%, Rejection below 1%, CMT saving by 10%
And Nil customer complaints, Nil external inspection failures also part of their KPIs.
I hope I am answering to your question
Regards
P.T.RAMESHAN
From India, Tiruppur
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Performance Appraisal Form for Staff.doc