Hi All,
I am working in manufacturing, which specializes in catalyst production. For the first time, we are implementing a Performance Management System (PMS). I need some help on how to monitor individual performance. Please provide me with a performance planning format and a monitoring sheet. Can all targets be quantified?
Thanks and Regards
From India, Hyderabad
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2I am working in manufacturing, which specializes in catalyst production. For the first time, we are implementing a Performance Management System (PMS). I need some help on how to monitor individual performance. Please provide me with a performance planning format and a monitoring sheet. Can all targets be quantified?
Thanks and Regards
From India, Hyderabad
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Hi, I am Sukhada. I will suggest that instead of directly converting all the targets into numerics, you can use other parameters as well to judge performance. For marketing and sales persons, major targets can be directly related to their sales amount. However, for office staff and other operations, this approach may not be applicable. For example, an accounts person may handle a few entries per day while others may handle more or less. Therefore, setting cumulative targets in numbers or other forms can be more appropriate.
Of course, numbers can suggest subjectivity, but it is not advisable to rely solely on numerical targets. For instance, one cannot set a target in numbers directly for a peon or a security person.
Thanks and Regards
From India, Pune
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Of course, numbers can suggest subjectivity, but it is not advisable to rely solely on numerical targets. For instance, one cannot set a target in numbers directly for a peon or a security person.
Thanks and Regards
From India, Pune
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc