Hi All,
I am working in a manufacturing company. It has around 45 unskilled workers. I am the new HR in this company. Now my boss wants me to prepare a performance appraisal system in which we can include unskilled workers in their appraisal process. This means we should not solely rely on supervisors for the appraisal. I am struggling to create a format for it. Please help.
Additionally, I need to design a performance appraisal system for the office staff. Please assist me with this as well.
Regards,
Preeti Shukla
shukla.preeti21@yahoo.com
From India, Delhi
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3I am working in a manufacturing company. It has around 45 unskilled workers. I am the new HR in this company. Now my boss wants me to prepare a performance appraisal system in which we can include unskilled workers in their appraisal process. This means we should not solely rely on supervisors for the appraisal. I am struggling to create a format for it. Please help.
Additionally, I need to design a performance appraisal system for the office staff. Please assist me with this as well.
Regards,
Preeti Shukla
shukla.preeti21@yahoo.com
From India, Delhi
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Preeti, Appraisal of unskilled workers is done on attributes such as:
(i) Regularity in Attendance
(ii) Attitude towards work
(iii) Discipline
(iv) Commitment to duty
(v) Cooperation & team spirit, etc.
You may add a couple of attributes relevant to your line of business & the specific employment parameter of this category of employees. The Appraisal Form need not have more than 7 - 8 attributes. Let them be graded on a scale of 1 to 5; 1 being the lowest. If you can put in the effort to spell out what each step on the scale means (for each attribute), you will facilitate the Supervisor/Manager in initiating an objective report. The Form could have a Final Rating of the worker & also details of improvement areas.
It is to be only a one-page Appraisal Form. The outcome can be summarized by you on an Excel Sheet & shared with your boss. The same would apply to office staff, but the attributes may differ (if they are categories like clerks, etc.).
From India, Delhi
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(i) Regularity in Attendance
(ii) Attitude towards work
(iii) Discipline
(iv) Commitment to duty
(v) Cooperation & team spirit, etc.
You may add a couple of attributes relevant to your line of business & the specific employment parameter of this category of employees. The Appraisal Form need not have more than 7 - 8 attributes. Let them be graded on a scale of 1 to 5; 1 being the lowest. If you can put in the effort to spell out what each step on the scale means (for each attribute), you will facilitate the Supervisor/Manager in initiating an objective report. The Form could have a Final Rating of the worker & also details of improvement areas.
It is to be only a one-page Appraisal Form. The outcome can be summarized by you on an Excel Sheet & shared with your boss. The same would apply to office staff, but the attributes may differ (if they are categories like clerks, etc.).
From India, Delhi
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Dear Preeti,
In addition to what other members have contributed, I wish to share my views.
As you have not mentioned the nature of the job these unskilled workers are performing, I have assumed that they are working as helpers (moving materials, packing, loading, and unloading, etc.). In such cases, there may not be a wider scope for appraising them. As Mr. Bhatia has rightly suggested, you can only go by subjective appraisal, and there may not be any objective appraisal.
On the other hand, if these workers are also performing the same tasks as your regular workers, then the scope widens. In such a case, in my opinion, you can follow the steps below:
1) Identify all the skills available in the company and categorize them department-wise.
2) Categorize these department-wise skills in ascending order (from the least skill to the most complicated skill).
3) Prepare a training plan for these unskilled workers in consultation with the respective department heads.
4) Prepare a skill matrix to plot the workers' capabilities for each skill as: a) Don't know, b) Knows but can't do (lacks physical strength, height, can't be spared immediately as skilled in an alternate skill, etc.), c) Knows can do, d) Knows can do and train.
5) Once you have mapped this, you will know the current level of skills of these unskilled workers.
6) Prepare a training card containing the worker's name, identified skill, trainer, job number, quantity produced, quantity accepted, reasons for rejection, and have it signed by the department supervisor and the worker. The card must be filled out every time the worker works in the respective skill.
7) At the end of each training period, conduct an evaluation for each skill acquired by the worker and plot their skill once again in the skill matrix.
8) If you observe a shift in the skill category, you will be able to appraise their performance subjectively, and the process will be transparent. Consider the number of skills acquired/enhancement of skill level over the given period.
9) Skilled workers also earn appreciation in the appraisals based on the number of workers trained by them during a period.
10) Plotting their skills on a radar chart before and after the training period will provide a visual representation of the training acquired.
For the staff category, in my opinion, you can start with the objective rating method (key performance areas/key result areas/key performance indicators):
a) Set objectives, measurables, units of measurement, frequency of appraisal, and related scores.
b) The total score of the listed objectives should equate to 100 for ease of calculation.
c) The employee should plot their achievements against objectives and score against each objective.
The employee's superior needs to assess and guide the employee to excel in performance. You can also include subjective ratings for the staff category, such as innovation/creativity in work, working coherently with superiors and peers, flexibility in performance, etc. However, each subjective rating must be supported with examples for the appraisal period.
M.V. Kannan
From India, Madras
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In addition to what other members have contributed, I wish to share my views.
As you have not mentioned the nature of the job these unskilled workers are performing, I have assumed that they are working as helpers (moving materials, packing, loading, and unloading, etc.). In such cases, there may not be a wider scope for appraising them. As Mr. Bhatia has rightly suggested, you can only go by subjective appraisal, and there may not be any objective appraisal.
On the other hand, if these workers are also performing the same tasks as your regular workers, then the scope widens. In such a case, in my opinion, you can follow the steps below:
1) Identify all the skills available in the company and categorize them department-wise.
2) Categorize these department-wise skills in ascending order (from the least skill to the most complicated skill).
3) Prepare a training plan for these unskilled workers in consultation with the respective department heads.
4) Prepare a skill matrix to plot the workers' capabilities for each skill as: a) Don't know, b) Knows but can't do (lacks physical strength, height, can't be spared immediately as skilled in an alternate skill, etc.), c) Knows can do, d) Knows can do and train.
5) Once you have mapped this, you will know the current level of skills of these unskilled workers.
6) Prepare a training card containing the worker's name, identified skill, trainer, job number, quantity produced, quantity accepted, reasons for rejection, and have it signed by the department supervisor and the worker. The card must be filled out every time the worker works in the respective skill.
7) At the end of each training period, conduct an evaluation for each skill acquired by the worker and plot their skill once again in the skill matrix.
8) If you observe a shift in the skill category, you will be able to appraise their performance subjectively, and the process will be transparent. Consider the number of skills acquired/enhancement of skill level over the given period.
9) Skilled workers also earn appreciation in the appraisals based on the number of workers trained by them during a period.
10) Plotting their skills on a radar chart before and after the training period will provide a visual representation of the training acquired.
For the staff category, in my opinion, you can start with the objective rating method (key performance areas/key result areas/key performance indicators):
a) Set objectives, measurables, units of measurement, frequency of appraisal, and related scores.
b) The total score of the listed objectives should equate to 100 for ease of calculation.
c) The employee should plot their achievements against objectives and score against each objective.
The employee's superior needs to assess and guide the employee to excel in performance. You can also include subjective ratings for the staff category, such as innovation/creativity in work, working coherently with superiors and peers, flexibility in performance, etc. However, each subjective rating must be supported with examples for the appraisal period.
M.V. Kannan
From India, Madras
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Dear Kannan,
Thank you for your valuable suggestions.
I would like to inform you that the company I work for manufactures electrical panels. We have different departments like fabrication, painting, wiring, etc.
Previously, appraisals were based on efficiency as reported by supervisors. However, this time, the boss wants to incorporate the workers' opinions about their work, i.e., a 180-degree approach. The challenge is that I can't design the appraisal in English as they do not know the language.
Moreover, my boss aims to set benchmarks for workers to improve their efficiency.
Thank you, Bhatia Sir, for your insights.
Regards,
Preeti Shukla
From India, Delhi
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Thank you for your valuable suggestions.
I would like to inform you that the company I work for manufactures electrical panels. We have different departments like fabrication, painting, wiring, etc.
Previously, appraisals were based on efficiency as reported by supervisors. However, this time, the boss wants to incorporate the workers' opinions about their work, i.e., a 180-degree approach. The challenge is that I can't design the appraisal in English as they do not know the language.
Moreover, my boss aims to set benchmarks for workers to improve their efficiency.
Thank you, Bhatia Sir, for your insights.
Regards,
Preeti Shukla
From India, Delhi
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Dear Preeti,
I feel for unskilled workers, the target (either daily or weekly) would be fixed and compared to what they performed. Secondly, consider how much damage, repetition, time taken, or other measures against which they can be monitored. Most organizations may not provide training for such people since they may only receive a short instruction prior to starting work on a daily basis, as they may be rotated through various types of work based on daily needs. In case they are assigned regular types of jobs, you can ask them to explain the procedures and care they need to take in their own simple language, and then assess accordingly. When reporting, consult with superiors and provide honest feedback, as laborers may not be aware of your scaling.
Hariharan P S
From India, New Delhi
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I feel for unskilled workers, the target (either daily or weekly) would be fixed and compared to what they performed. Secondly, consider how much damage, repetition, time taken, or other measures against which they can be monitored. Most organizations may not provide training for such people since they may only receive a short instruction prior to starting work on a daily basis, as they may be rotated through various types of work based on daily needs. In case they are assigned regular types of jobs, you can ask them to explain the procedures and care they need to take in their own simple language, and then assess accordingly. When reporting, consult with superiors and provide honest feedback, as laborers may not be aware of your scaling.
Hariharan P S
From India, New Delhi
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Performance Appraisal System.doc
A SIMPLE STUDY ON PERFORMANCE APPRAISAL SYSTEM.ppt