Thread Started by #rajubuet24

Hello everybody,
Currently I am working in a garments industry. There are 7000 workers in our factory. My top management gave me a task to have a complete performance evaluation system for those workers.
I don't know what to do. Please, help me on this regard.
Best Regards,
Monjurul Karim
8th August 2014 From Bangladesh, Dhaka
Hi
Its very simply irrespective of any number of employee's. What you have to do is, prepare a rating sheet and circulate it to respective heads/manager/in-charge/supervisor and get it done. The sheet could have details like Punctuality, Attendance, Discipline, Skill/efficiency, Interpersonal relationship. Each area can be assessed between 1 and 5 and based on the scores, u can rate every employee with grading and you can show it to ur management for further action.
8th August 2014
thanks for your help. but how can i control partiality?? who r responsible to rate the worker does partiality rating the worker. they give high score to their chosen participants.
is there any solution for this?? can u help me on this regard??
thanks in advance.
10th August 2014 From Bangladesh, Dhaka
Most appraisals are subjective. Even e360 has constraints. As your target employees are factory workers, believed they are in elementary to middle level employees and a highly sophisticated system might not be appropriate. As such, I would go for the method that Christopher suggested. The important thing is not to get the exercise done but create an opportunity for the workers to have a discussion with their immediate supervisor/boss so that constructive feedback could be gathered for the improvement of the team and organisation.
Hope this is useful.
There was a simple form uploaded by Rohit Joshi in 2007 which you can have a look:
https://www.citehr.com/23623-apprais...y-workers.html
11th August 2014 From Hong Kong, Central District
Hi,

I ve just finished this task some weeks ago. My office is only 18 staff. but they are all IT developers. it's really a tought task. First you will see which criteria is important for staff: puncuality, knowledge on the job, soft skills, leader skills, etc. The more detailed, the better it is. As I know, usually people use 3 or 5 score system for each criteria from basic to professional. I built a 5- level system to evaluate from fresh grads to manager.

Then, you will need to give definition for each level. According to your job requirements and company's, boss' requirements. For example, in my office, for punctuality, a staff will be scored 1 if he come to work late more than 5 days a month, scored 2 if he is late 3 days a month,.... score 5 if he always comes early and bring out good affect on other members.

Then, you will need to meet with boss, other managers to see if your definition table fits with their expectation.

When you get the final perfect table, instruct people how to use it. Then get the result.

Good luck!!
11th August 2014 From Vietnam, Ho Chi Minh City
#Anonymous
I also handle Garment industry in my group. We have over 25000 employees. You will call for a huge IR problem if you have a subjective appraisal. White collar appraisal formats are not applicable for blue collar workers.

Firstly, do you have a Union. If you have one, then check the settlement that you have signed and also check whether any performance standards have been mentioned. If they are mentioned draw up a format based on the performance measures mentioned in the settlement signed with the union. You would have obviously signed a settlement stating the number of pieces to be manufactured by each person per shift, maximum acceptable rejections, rate of absenteeism etc. This would be easy to draw up the appraisal format and this will be acceptable to the Union, since you are drawing it from the settlement.

If you do not have a union, then, its all the more important that the appraisal system is very objective. If not you will see an union being formed very soon after the subjective type of appraisal system is implemented.

If you do not have a Union, you have to envision the criteria for performance. For example the number of pieces being manufactured per shift, the rejections from the pieces produced. Obviously you have some performance parameters. You need to compare the performance of the employee against the parameters. The score of the employee needs to be directly related to productivity and rejections. In fact even shoe companies follow this format. Trying to bring in any subjective clauses will attract allegations of partiality, resulting in a Union being formed.

Better to meet up with someone from the Garment industry in your city and check out how they are doing it.
11th August 2014 From Indonesia, Jakarta
Hi
There will be always a scope of partiality but we also have various check points where you could cross check on the ratings given by the supervisor/in-charges. Most of the criteria like punctuality, Discipline, Attendance falls under the preview of HR, but skill efficiency is purely under the discretion of the head. Here you can get the back papers like individual efficiency and skill matrix which will help you understand on the rating part and you can easily identify whether the ratings given is actual or a partial one. If you have proper back papers, no one gonna question you at any point. Try to get signature from the Head / Industrial engineer while you receive the back papers for a safer side.
12th August 2014
#Anonymous
Dear All,

Plz tell me i am working in probation period through contract but after 3 months given warning letter for poor performance & leave without permission through the contractor where am working(client) but there working without any training or induction programme, directly sitting on working place, & i am working regularly & all pending work was completed in 2 months, when total work recovered in two months my senior saying "your work is very slow, you can gear up" i am humbly saying YES only.

then after some days going intimate me your reliever will come back and your position change & work will change. And one day I was emergency take leave for my father eyes operation that day I was calling through the my wife mobile but not pick my call, am calling in office phone intimate their placed working employee,when he coming in office they saying it. after the one week suddenly receiving warning letter . this company in 5 days work, Saturday Sunday weekly off, but contractor workers working in Saturday.I was absent on Saturday. I was all Saturday working in official timing & contractor only regular pay for it. And very harassing my senior me he working in on principle employer pay roll .please help me.

Thanks & Regards

Pankaj Khairnar

7387021903
22nd August 2014 From India, Pune
#Anonymous
Dear All,

Plz tell me i am working in probation period through contract but after 3 months given warning letter for poor performance & leave without permission through the contractor where am working(client) but there working without any training or induction programme, directly sitting on working place, & i am working regularly & all pending work was completed in 2 months, when total work recovered in two months my senior saying "your work is very slow, you can gear up" i am humbly saying YES only.

then after some days going intimate me your reliever will come back and your position change & work will change. And one day I was emergency take leave for my father eyes operation that day I was calling through the my wife mobile but not pick my call, am calling in office phone intimate their placed working employee,when he coming in office they saying it. after the one week suddenly receiving warning letter . this company in 5 days work, Saturday Sunday weekly off, but contractor workers working in Saturday.I was absent on Saturday. I was all Saturday working in official timing & contractor only regular pay for it. And very harassing my senior me he working in on principle employer pay roll .please help me.

attribution https://www.citehr.com/502562-perfor...#ixzz3BNnUp500
25th August 2014 From India, Pune
#Anonymous
Dear All,

Plz tell me i am working in probation period through contract but after 3 months given warning letter for poor performance & leave without permission through the contractor where am working(client) but there working without any training or induction programme, directly sitting on working place, & i am working regularly & all pending work was completed in 2 months, when total work recovered in two months my senior saying "your work is very slow, you can gear up" i am humbly saying YES only.

then after some days going intimate me your reliever will come back and your position change & work will change. And one day I was emergency take leave for my father eyes operation that day I was calling through the my wife mobile but not pick my call, am calling in office phone intimate their placed working employee,when he coming in office they saying it. after the one week suddenly receiving warning letter . this company in 5 days work, Saturday Sunday weekly off, but contractor workers working in Saturday.I was absent on Saturday. I was all Saturday working in official timing & contractor only regular pay for it. And very harassing my senior me he working in on principle employer pay roll .please help me.
25th August 2014 From India, Pune
Thanks for the attachment. but I can not understand it. Could you please explain it little more. I would appreciate your help.
attribution https://www.citehr.com/502562-perfor...#ixzz3DLwuZj00
15th September 2014 From Bangladesh, Dhaka
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