Hi,
Can anyone let me know on how productivity should be measured for an employee . Is it should be on the basis of no. of days employee worked in the month or on the basis of no. of working days in the month?
For eg:-
No. of working days in the Month : 22
Per day target : 60 transcations.
Employee on leave : 2 days
Total achievement : 1260 transactions.
Based on no. of worked days (Production %):
(1260/(60*20))*100 = 105%
Based on no. of working days in the month(production %):
(1260/(60*22))*100 = 95.45%
Which one is correct???
Please suggest.
Thanks,
Amit
From India, New Delhi
Can anyone let me know on how productivity should be measured for an employee . Is it should be on the basis of no. of days employee worked in the month or on the basis of no. of working days in the month?
For eg:-
No. of working days in the Month : 22
Per day target : 60 transcations.
Employee on leave : 2 days
Total achievement : 1260 transactions.
Based on no. of worked days (Production %):
(1260/(60*20))*100 = 105%
Based on no. of working days in the month(production %):
(1260/(60*22))*100 = 95.45%
Which one is correct???
Please suggest.
Thanks,
Amit
From India, New Delhi
It should always be on # of days worked and not on # of days in a month while calculating the individual productivity. Because you cant penalize a employee just becuase he was on leave.
While calculating the group productivity it has to be on 3 of days o a month. This is a very sensitivity subject and depends on every Organization perception on how you look at the productivity.
From United States, Canton
1While calculating the group productivity it has to be on 3 of days o a month. This is a very sensitivity subject and depends on every Organization perception on how you look at the productivity.
From United States, Canton
Hi Anand/Mohanmmed Sardhar,
Thanks for your prompt response. Though you are correct in one sense but if employee's absentism is affecting or dealying the work then whether employee should be penalized or not?
Thanks,
Amit
From India, New Delhi
Thanks for your prompt response. Though you are correct in one sense but if employee's absentism is affecting or dealying the work then whether employee should be penalized or not?
Thanks,
Amit
From India, New Delhi
That's why I said it is very sensitivity subject and it has a direct effect on the employee's performance. You are only calculating how much an employee performs during a given day vs the target. Now you cannot calculate when he is not available for that day. You say the process will get affected -No Doubt it would get affected but again it would get complensated with the other exisiting associates who can make up for the associates absenteesim.
If the associate is on continuous leave and very regular in taking leaves then it is a performance issue.
If the Associate is working in a group, then you have to calculate the average for a month not based on days worked by an employee. When you do graphical presentation, if you see a upward trend on the average your process is good but if you see a downward trend then you are process is in trouble.
From United States, Canton
If the associate is on continuous leave and very regular in taking leaves then it is a performance issue.
If the Associate is working in a group, then you have to calculate the average for a month not based on days worked by an employee. When you do graphical presentation, if you see a upward trend on the average your process is good but if you see a downward trend then you are process is in trouble.
From United States, Canton
The Employee is penalised for his absence as LOP, Leave Deduction, But for performance you cannot that it to account,,, :D :D :D
From India, Coimbatore
From India, Coimbatore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
World Health days.doc
Circular Dated 28-10-2016 for settlement of PF Death Case Claims within 7 days.pdf