Dear All, Please help me in understanding factors that we consider in performance Appraisal , how do we define a percentage for an individual for a manufacturing industry.
From India, Mumbai
From India, Mumbai
First identify KRAs for each job role. Give weightage based on his tasks and responsibilities. The sum total of the KRAs should be 100%. Create a factor for each Goal. Goal vs. Achievement.. Achievement x factor... Sum total will become the Goal versus Achievement.
Best wishes
From India
580Best wishes
From India
Key Factors Considered in Performance Appraisal for Manufacturing:
1. Productivity and Efficiency
2. Skills and Competencies
3. Adherence to Safety Standards
4. Attendance and Punctuality
5. Teamwork and Collaboration
6. Innovation and Continuous Improvement
7. Training and Development
8. Customer Satisfaction/Client Feedback
To quantify these factors and define a performance percentage, many companies use a weighted scorecard approach :
1. Define Weightages for Each Factor:
Productivity and Efficiency: 30%
Quality of Work: 20%
Adherence to Safety Standards: 15%
Attendance and Punctuality: 10%
Teamwork and Collaboration: 10%
Skills and Competencies: 10%
Innovation and Continuous Improvement: 5%
2. Assign Ratings:
Each factor is rated on a scale, say from 1 to 5 (1 being poor and 5 being excellent). Supervisors assess employees based on their actual performance.
3. Calculate the Weighted Score:
For each factor, multiply the rating by the corresponding weightage. For example, if an employee scores:
Productivity and Efficiency: 4 out of 5 = 4 × 30% = 1.2
Quality of Work: 5 out of 5 = 5 × 20% = 1.0
Adherence to Safety: 3 out of 5 = 3 × 15% = 0.45
And so on.
4. Sum the Weighted Scores
5. Apply Rating Brackets:
Once the performance percentage is calculated, this can be mapped to rating brackets that define salary increments, bonuses, or promotions:
90-100%: Outstanding
75-89%: Exceeds Expectations
60-74%: Meets Expectations
Below 60%: Needs Improvement
By focusing on productivity, quality, adherence to safety, and other relevant factors, manufacturing companies can create a comprehensive and fair appraisal process.
From India, Karimnagar
1. Productivity and Efficiency
2. Skills and Competencies
3. Adherence to Safety Standards
4. Attendance and Punctuality
5. Teamwork and Collaboration
6. Innovation and Continuous Improvement
7. Training and Development
8. Customer Satisfaction/Client Feedback
To quantify these factors and define a performance percentage, many companies use a weighted scorecard approach :
1. Define Weightages for Each Factor:
Productivity and Efficiency: 30%
Quality of Work: 20%
Adherence to Safety Standards: 15%
Attendance and Punctuality: 10%
Teamwork and Collaboration: 10%
Skills and Competencies: 10%
Innovation and Continuous Improvement: 5%
2. Assign Ratings:
Each factor is rated on a scale, say from 1 to 5 (1 being poor and 5 being excellent). Supervisors assess employees based on their actual performance.
3. Calculate the Weighted Score:
For each factor, multiply the rating by the corresponding weightage. For example, if an employee scores:
Productivity and Efficiency: 4 out of 5 = 4 × 30% = 1.2
Quality of Work: 5 out of 5 = 5 × 20% = 1.0
Adherence to Safety: 3 out of 5 = 3 × 15% = 0.45
And so on.
4. Sum the Weighted Scores
5. Apply Rating Brackets:
Once the performance percentage is calculated, this can be mapped to rating brackets that define salary increments, bonuses, or promotions:
90-100%: Outstanding
75-89%: Exceeds Expectations
60-74%: Meets Expectations
Below 60%: Needs Improvement
By focusing on productivity, quality, adherence to safety, and other relevant factors, manufacturing companies can create a comprehensive and fair appraisal process.
From India, Karimnagar
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