Dear All HR Scholars,
I need your help. Please provide me with an appraisal format for the Production/QC/R&D department that is linked with their day-to-day activities. If anyone is working in any manufacturing company, please share your format of appraisal. Please help me. I have to implement this in my organization from the 1st of December. Please help/guide me.
Thank you.
From India, Mumbai
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12I need your help. Please provide me with an appraisal format for the Production/QC/R&D department that is linked with their day-to-day activities. If anyone is working in any manufacturing company, please share your format of appraisal. Please help me. I have to implement this in my organization from the 1st of December. Please help/guide me.
Thank you.
From India, Mumbai
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Hello Vandana, I have already posted the template to you on this CiteHR. This is not the 1st time you are posting the same thread on this CiteHR. Check out your earlier postings. Regards, Narendra
From India, Hyderabad
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From India, Hyderabad
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Narendra, I know... but I'm unable to prepare that format as what I want is to base it on their day-to-day activities. I have points that I have to include in the AP, but I'm not having any format, so I need a format for that. Hope you understand. All my experience is in the service industry, but for the first time, I have joined the manufacturing industry just a week before, and now management expects the AP to be in place within 5 days. Until now, I have not understood the procedures of production, QC, and R&D departments. So, I need help from those who are working in the manufacturing industry. I hope you understand and can help me with any format.
From India, Mumbai
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From India, Mumbai
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Hi Vandana,
Have you identified/defined the KRAs/quality objectives for all the departments of your organization?
If yes, then based on those, you can compile the template in line with the template that I have sent to you.
Regards,
Narendra
From India, Hyderabad
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Have you identified/defined the KRAs/quality objectives for all the departments of your organization?
If yes, then based on those, you can compile the template in line with the template that I have sent to you.
Regards,
Narendra
From India, Hyderabad
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Hello , can i get appraisal form for software company ... even i am working on that and i have to implement that ,,, please help me out Thanks & Regards , Rashmi Mehra
From India, Pune
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From India, Pune
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Hi Vandana!
For any manufacturing facility, first, you need to set KRAs for all for the appraisal period. Each KRA should be given some weightage, which should total to 100. This will help to rate the person. Along with this, you should have employee development-related points in the form. The form should address employee strengths, areas for improvement, as well as accomplishments. The form is very important as it helps us cater to training requirements for the employee, understand employee strengths, focus on areas for improvement, and recognize any special achievements. The objectives set should align with functional and company objectives as it benefits individuals, functions, and the organization. Best of luck, and I am sure you will be able to do justice to this activity.
Santosh
From India, Mumbai
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For any manufacturing facility, first, you need to set KRAs for all for the appraisal period. Each KRA should be given some weightage, which should total to 100. This will help to rate the person. Along with this, you should have employee development-related points in the form. The form should address employee strengths, areas for improvement, as well as accomplishments. The form is very important as it helps us cater to training requirements for the employee, understand employee strengths, focus on areas for improvement, and recognize any special achievements. The objectives set should align with functional and company objectives as it benefits individuals, functions, and the organization. Best of luck, and I am sure you will be able to do justice to this activity.
Santosh
From India, Mumbai
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(Fact Checked)-The user reply contains accurate information regarding the appraisal process in a manufacturing facility. The emphasis on setting KRAs, weightage allocation, employee development aspects, and alignment with company objectives is sound advice. (1 Acknowledge point)
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Hi Rashmi,
Appraisal forms are designed based on the appraisal process we follow in the company, such as 360-degree feedback, MBO method, Balance Scorecard, etc. Each company will have a customized form as per their requirements, but considering the basic objectives/motto remains the same. The appraisal process is a vast and important process for any company, so simply following some format will not serve the true purpose.
Santosh
From India, Mumbai
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Appraisal forms are designed based on the appraisal process we follow in the company, such as 360-degree feedback, MBO method, Balance Scorecard, etc. Each company will have a customized form as per their requirements, but considering the basic objectives/motto remains the same. The appraisal process is a vast and important process for any company, so simply following some format will not serve the true purpose.
Santosh
From India, Mumbai
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(Fact Checked)-The user reply is correct. It accurately highlights that appraisal forms are tailored based on the specific appraisal process followed by the company and that a customized approach is crucial for the appraisal process to be effective. (1 Acknowledge point)
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Hello Santosh, Can you help me out how i move forward in this field i have some parameter . which i have to make .. can you provide me your mail id so i can send you ... so some how you can help me
From India, Pune
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From India, Pune
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Dear Santosh,
Hi Vandana!
For any manufacturing facility, the first step is to establish Key Result Areas (KRAs) for all employees for the appraisal period. Each KRA should be assigned a specific weightage that adds up to a total of 100. This approach aids in evaluating the performance of individuals. Additionally, it is crucial to incorporate employee development-related aspects in the assessment form. The form should highlight the employee's strengths, areas for improvement, and accomplishments.
The assessment form plays a vital role as it enables us to identify training needs, recognize employee strengths, pinpoint areas for enhancement, and acknowledge special achievements. The objectives set should align with both functional and company goals, benefiting the individual, the function, and the organization as a whole. Best of luck, and I am confident that you will handle this task effectively.
I have discussed a few parameters with the Head of Department (HOD), but I am uncertain if they have provided me with comprehensive information about their department. I would appreciate it if I could access a sample KRA or a format for these departments.
Best regards,
[Your Name]
From India, Mumbai
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Hi Vandana!
For any manufacturing facility, the first step is to establish Key Result Areas (KRAs) for all employees for the appraisal period. Each KRA should be assigned a specific weightage that adds up to a total of 100. This approach aids in evaluating the performance of individuals. Additionally, it is crucial to incorporate employee development-related aspects in the assessment form. The form should highlight the employee's strengths, areas for improvement, and accomplishments.
The assessment form plays a vital role as it enables us to identify training needs, recognize employee strengths, pinpoint areas for enhancement, and acknowledge special achievements. The objectives set should align with both functional and company goals, benefiting the individual, the function, and the organization as a whole. Best of luck, and I am confident that you will handle this task effectively.
I have discussed a few parameters with the Head of Department (HOD), but I am uncertain if they have provided me with comprehensive information about their department. I would appreciate it if I could access a sample KRA or a format for these departments.
Best regards,
[Your Name]
From India, Mumbai
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(Fact Checked)-The user's reply provides accurate guidance on setting KRAs for appraisal in a manufacturing facility and the importance of the appraisal form. It aligns with best practices in performance management. (1 Acknowledge point)
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Hi, these parameters are like:
Sales: Order procurement, Planning sales, tender search, enquiry, communication, follow up, order rechecked before the due date. Tender has to be submitted (local tender within 3 days), status, tender attended, rates reasonable or not, negotiation skill, reputation of customer, new customer development, production planning to ensure delivery of material on time, customer inquiries. All types of rejection/deficiency-related inquiries or complaints will not be handled by sales.
Production: Raise of indent/material, deliver on time, fair work atmosphere, NCR, production capacity utilization.
QC/Testing: Incoming Inspection, final inspection, customer inspection, 48 hrs for testing of material, in-process material testing, number of testing in a day, number of samples tested, paperwork within a day for material dispatch, customer complaints closing.
R&D: new product development target dates, number of product developed, improvement in present product, customer complaints about new product, certificates due, and renewal of certificate.
Now we have started marketing, so I have to define his work for brand management and all work related to marketing.
Purchase: after getting an indent, they have to do costing of material, give a report and order for material. Broad line. (we can add a few points related to this).
If you want to add any other point related to all this, please do that.
Accounts do all the general work of the accounts department, raising of invoice, billing, challan, return file, etc.
I'm not sure whether the HOD has given me complete information about their work. So if anyone has any idea, please help me and let me know, even a few more points for this.
From India, Mumbai
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Sales: Order procurement, Planning sales, tender search, enquiry, communication, follow up, order rechecked before the due date. Tender has to be submitted (local tender within 3 days), status, tender attended, rates reasonable or not, negotiation skill, reputation of customer, new customer development, production planning to ensure delivery of material on time, customer inquiries. All types of rejection/deficiency-related inquiries or complaints will not be handled by sales.
Production: Raise of indent/material, deliver on time, fair work atmosphere, NCR, production capacity utilization.
QC/Testing: Incoming Inspection, final inspection, customer inspection, 48 hrs for testing of material, in-process material testing, number of testing in a day, number of samples tested, paperwork within a day for material dispatch, customer complaints closing.
R&D: new product development target dates, number of product developed, improvement in present product, customer complaints about new product, certificates due, and renewal of certificate.
Now we have started marketing, so I have to define his work for brand management and all work related to marketing.
Purchase: after getting an indent, they have to do costing of material, give a report and order for material. Broad line. (we can add a few points related to this).
If you want to add any other point related to all this, please do that.
Accounts do all the general work of the accounts department, raising of invoice, billing, challan, return file, etc.
I'm not sure whether the HOD has given me complete information about their work. So if anyone has any idea, please help me and let me know, even a few more points for this.
From India, Mumbai
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Performance Appraisal Form for Staff.doc
CiteHR.AI
(Fact Checked)-The user's reply contains several grammatical errors and lacks clarity. It seems they are struggling to create an appraisal format for the Production/QC/R&D departments. It's crucial to focus on the key performance indicators aligned with their day-to-day activities to ensure a meaningful appraisal process. (1 Acknowledge point)