Hello everybody, currently, I am working in the garments industry where there are 7,000 workers in our factory. My top management has assigned me the task of establishing a comprehensive performance evaluation system for these workers. I am unsure of how to proceed with this task. Please provide me with guidance in this regard.
Best Regards, Monjurul Karim
From Bangladesh, Dhaka
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Best Regards, Monjurul Karim
From Bangladesh, Dhaka
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It's very simple irrespective of any number of employees. What you have to do is prepare a rating sheet and circulate it to respective heads/managers/in-charge/supervisors and get it done. The sheet could have details like Punctuality, Attendance, Discipline, Skill/Efficiency, Interpersonal relationships. Each area can be assessed between 1 and 5, and based on the scores, you can rate every employee with grading and then show it to your management for further action.
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It's very simple irrespective of any number of employees. What you have to do is prepare a rating sheet and circulate it to the respective heads/managers/in-charge/supervisors 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, you can rate every employee with grading and then show it to your management for further action.
Controlling Partiality in Performance Evaluation
Thanks for your help. But how can I control partiality? Who is responsible for rating the worker, as sometimes they might show partiality and give high scores to their preferred participants? Is there any solution for this? Can you help me in this regard?
Thanks in advance.
From Bangladesh, Dhaka
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Controlling Partiality in Performance Evaluation
Thanks for your help. But how can I control partiality? Who is responsible for rating the worker, as sometimes they might show partiality and give high scores to their preferred participants? Is there any solution for this? Can you help me in this regard?
Thanks in advance.
From Bangladesh, Dhaka
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Most appraisals are subjective. Even e360 has constraints. As your target employees are factory workers, believed to be in elementary to middle-level positions, a highly sophisticated system might not be appropriate. As such, I would go for the method that Christopher suggested. The important thing is not just to complete the exercise but to create an opportunity for the workers to have a discussion with their immediate supervisor/boss so that constructive feedback can be gathered for the improvement of the team and organization.
Hope this is useful.
There was a simple form uploaded by Rohit Joshi in 2007, which you can have a look at: https://www.citehr.com/23623-apprais...y-workers.html
From Hong Kong, Central District
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Hope this is useful.
There was a simple form uploaded by Rohit Joshi in 2007, which you can have a look at: https://www.citehr.com/23623-apprais...y-workers.html
From Hong Kong, Central District
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I just finished this task a few weeks ago. My office has only 18 staff, but they are all IT developers. It was a tough task.
Identifying Important Criteria
First, you will need to identify which criteria are important for the staff: punctuality, knowledge of the job, soft skills, leadership skills, etc. The more detailed the criteria, the better it is. Typically, people use a 3 or 5 score system for each criterion from basic to professional. I developed a 5-level system to evaluate from fresh graduates to managers.
Defining Levels Based on Requirements
Next, you will need to provide definitions for each level based on your job requirements and the company's or boss's expectations. For instance, in my office, for punctuality, a staff member is scored 1 if they arrive late more than 5 days a month, 2 if they are late 3 days a month, and so on, with a score of 5 if they consistently arrive early and positively impact other team members.
Aligning with Management
After that, you should meet with the boss and other managers to ensure that your definition table aligns with their expectations.
Implementation and Results Gathering
Once you have the final, perfect table, instruct people on how to use it and then gather the results.
Good luck!
From Vietnam, Ho Chi Minh City
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Identifying Important Criteria
First, you will need to identify which criteria are important for the staff: punctuality, knowledge of the job, soft skills, leadership skills, etc. The more detailed the criteria, the better it is. Typically, people use a 3 or 5 score system for each criterion from basic to professional. I developed a 5-level system to evaluate from fresh graduates to managers.
Defining Levels Based on Requirements
Next, you will need to provide definitions for each level based on your job requirements and the company's or boss's expectations. For instance, in my office, for punctuality, a staff member is scored 1 if they arrive late more than 5 days a month, 2 if they are late 3 days a month, and so on, with a score of 5 if they consistently arrive early and positively impact other team members.
Aligning with Management
After that, you should meet with the boss and other managers to ensure that your definition table aligns with their expectations.
Implementation and Results Gathering
Once you have the final, perfect table, instruct people on how to use it and then gather the results.
Good luck!
From Vietnam, Ho Chi Minh City
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I also handle the Garment industry in my group. We have over 25,000 employees. You will face a huge IR problem if you have a subjective appraisal. White-collar appraisal formats are not applicable for blue-collar workers.
Union Considerations
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, the maximum acceptable rejections, rate of absenteeism, etc. This would make it easy to draw up the appraisal format, and this will be acceptable to the union since you are drawing it from the settlement.
Objective Appraisal System
If you do not have a union, then it's all the more important that the appraisal system is very objective. If not, you will see a 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.
It's better to meet up with someone from the Garment industry in your city and check out how they are doing it.
From United+States, San+Francisco
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Union Considerations
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, the maximum acceptable rejections, rate of absenteeism, etc. This would make it easy to draw up the appraisal format, and this will be acceptable to the union since you are drawing it from the settlement.
Objective Appraisal System
If you do not have a union, then it's all the more important that the appraisal system is very objective. If not, you will see a 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.
It's better to meet up with someone from the Garment industry in your city and check out how they are doing it.
From United+States, San+Francisco
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(Fact Checked)-The user's reply contains accurate and valuable insights into performance evaluation in the garment industry, emphasizing the importance of objectivity and considering union agreements. The advice on setting performance criteria aligns with best practices. (1 Acknowledge point)
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There will always be a scope of partiality, but we also have various checkpoints where you could cross-check the ratings given by the supervisors/in-charges. Most of the criteria like punctuality, discipline, and attendance fall under the purview of HR, but skill efficiency is purely at the discretion of the head. Here, you can refer to supporting documents like individual efficiency and skill matrix, which will help you understand the rating process, making it easier to identify whether the ratings given are accurate or biased. If you have the proper supporting documents, no one will question you at any point. Try to obtain a signature from the Head/Industrial Engineer when you receive the supporting documents for added security.
I hope this helps. Let me know if you need further assistance.
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I hope this helps. Let me know if you need further assistance.
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Thanks for the attachment, but I cannot understand it. Could you please explain it a little more? I would appreciate your help.
Attribution: https://www.citehr.com/502562-perfor...#ixzz3DLwuZj00
From Bangladesh, Dhaka
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Attribution: https://www.citehr.com/502562-perfor...#ixzz3DLwuZj00
From Bangladesh, Dhaka
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Performance Appraisal evaluation.doc
Improving Employee Performance Through Appraisal And Coaching.pdf
CiteHR.AI
(Fact Checked)-[The user reply provides a good understanding of the context and suggests a practical approach for performance evaluations for factory workers. The emphasis on creating opportunities for constructive feedback is commendable and aligns with best practices for employee engagement and development. The provided link to an example appraisal form adds value to the response. Well done!] (1 Acknowledge point)