Hello everyone, I’d like to know, whether an employee’s performance appraisal is judged on Quality or Quantiy basis. Is Quality necessary or Quanity? Thanks, Green
From India, Ahmadabad
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Nashbramhall
Learning & Teaching Fellow (retired)
Svsrana
Hr Head With Pmi
Coolhero4u4ever
Heading Hr In B School
+4 Others

Quality is required rather than quantity Appraisal process should be measurable and quantifiable then only the process comes out with desired out puts
From India, Mumbai
Please let me know whether you judge a restaurant based on the quantity or quality of the food given to you for the price that you pay?
From United Kingdom
Hi Simhan,
Quality has been the most accepted tool for any work process
like you have mentioned restaurant,
people would come to have food only if the quality of food and services given is best if not THE BEST
quantity would not matter such big deal if quality is compromise

From India, Mumbai
Dear Cool...
Suppose you go to a restaurant and order a cup of coffee. And they give you excellent tasting coffee, with excellent service, and charge you 100 rupees; but only serve you a quarter cup, instead of the full cup that you ordered. Will you go there again?

From United Kingdom
My sincere suggestion is that we the bloggers should search CiteHR using the reSearch facility at the top of the page or the web before posing the question. For example, answers can be found for the question posed by searching the web using "Predictors of Performance".
From United Kingdom
Dear Simhan,
I appreciate your views,
I would further carry this conversation by touching upon this 2 examples
I would like to give 2 best examples of Customer and Operational effectiveness
CCD : coffee cafe day : Strives on customers satisfaction
where else
McDonald is more into operational effectiveness i.e faster turn around targets more customers with low price tag on food but self service pattern & lesser time allowed to sit and talk. I.e McDonald is more focused on Quantity
on the other hand E.G of quality is coffee cafe day people go there bcoz of quality of service given to the customers
I am sure if you consider such brands they will provide the necessary ambiance quality time and space to interact that is why professional and personal meeting are held at venues such as CCD and not at McDonald

From India, Mumbai
You have not answered my question. You are not comparing like with like. The question raised is about employee performance apprisal. I gave only one company example where quality was excellent but quantity was deficient and asked if we would assess the place based only on quality or quantity given for the price paid (eqivalent to salary paid for an employee). Hence, let me pose another question based on work scenario.
Let us assume that two workers are working for you. One produces only two faultless items per day and the other produces 10 items, in the same time, with a reject rate of 10%. The company has to reterench one employee; whom would you recommend be retained?

From United Kingdom
going to the case scenario

Employee One produces only two faultless items per day and the

Employee Two other produces 10 items, in the same time, with a reject rate of 10%.

Both the above case of employees you have mentioned diff parameters

Employee one: produces just 2 faultless items a day, but what is the total units he produces in a day??

Employee Two : In this case u have mentioned 10 items a time which i assume is day as per above case

mathematically for employee two from 10 items the reject rate is 10% that means for every 1 item is faulty out of 10 items

so when you compare employee one who does 2 faulty items with employee two who does 1 faulty item

ideally employee one needs to retrench as per above mathematical formula

now my Q is instead of removing the employee why isn't the supervisor been question in terms of their performance output

countries like Japan believe in 0% error in their work b'coz of this approach they value the process & quality in terms making optimum productivity of their resources

the above case which you have mentioned i have Handel this situation where in the fault was not of the employee but the process which was followed was wrong which yielded units with 10-20% error their by adding the cost to the company resources in as wastage cost

The entire post and comments revolves around quality or quantity

I do agree quantity is necessary at production level but there is Quality is never compromised that is why companies go for Quality assurance certificates like USFDA

Also I would like to touch upon the biggest reward Malcolm Baldrige National Quality Award recognizes U.S. organizations in the business, health care, education, and nonprofit sectors for performance excellence. The Baldrige Award is the only formal recognition of the performance excellence of both public and private "U.S. organizations given by the President of the United States"

The above award itself justifies that how much importance is given to Quality in comparison to Quantity

From India, Mumbai
Dear Cool...
As you have rightly mentioned, it's PRODUCTIVITY (Quality and quantity) that is important. Hence, the appraisal should be based on both the Qs. Giving importance to either exclusively is not right. That's what I tried to bring out in the example quoted.I did not specify what they were producing. The output of each person per day are respectively 2 and 10.
I am well aware of Quality Awards from the Deming Award to Rajiv Gandhi Qaulity Award in India. Please see what I did before my retirement in About-us in my signature.

From United Kingdom

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