How to evaluate production management personnel

In fact, I want to ask the landlord what kind of product it is, or what kind of product it belongs to, no matter what product always has its own standard of measurement Moreover, I personally think that this is only the assessment of production management personnel, and there is also the problem of your customer management......There is also a question of the company's development positioning

It can be seen from the problem that you are very passive, what the customer wants, you must deliver on time, but you do not have this ability, so it leads to the fact that when there are many orders, you are too busy I don't know if your factory has a situation where everyone is empty when there are few orders

Also, from the situation that you have received both large and small orders together, it is obvious that you are now dealing with the stage of rapid development after starting a business, but the management of the company cannot keep up, which leads to the fact that the market in front has been down, but the logistics have not kept up

I don't think it's just a problem that your company is facing, and you can just ask a consulting firm to help you do it

Then it's not a matter of the team leader, but a matter of your boss increasing productivity.

This fully shows that there are certain problems in production management, and only when this problem is solved, the assessment team leader will naturally solve it

This is not necessarily a problem of the team leader, to calculate the existing maximum production capacity, more can only work overtime or outsource, PMC is also very important in the production process, such as unreasonable pressure on the workload, employees can not bear it will only leave, by no means a good management method.

In general, there are three ways to assess workshop workers:

1. Target assessment: set indicators such as output or output, consumption, and quality pass rate.

2. Behavior assessment: the workshop formulates unified process parameter control standards, equipment operation standards, safety regulations and disciplines, on-site 5S, etc.; According to the degree of importance and value, each item is assigned points or given economic reward and punishment standards. The company, workshop, and team shall inspect each section and team according to the requirements, conduct on-site assessment, and implement the assessment to the person.

3. Individual assessment: such as small reforms, cost saving awards, and innovation suggestion awards; Improve the single goal of the short board or workshop attention.

Different enterprises can deal with different situations flexibly:

a. If the remuneration of workshop employees is piecework, then the model of "behavior assessment + single assessment" can be adopted, and the consumption index can be considered.

b. Quantified to the individual, index assessment + behavior assessment + single incentive.

c. If it cannot be quantified to the individual, the workshop and team use the target assessment, which is linked to the total salary, and the workshop workers adopt "behavior assessment + single assessment".

In addition, in addition to the assessment of workshop workers, the assessment of workshop management personnel is also very important, workshop managers, that is, responsible for the efficiency, but also responsible for the management effectiveness of the workshop. Compensation is linked to performance targets across the shop floor.

For example:

Performance appraisal method for workshop director.

One purpose: in order to strengthen the workshop management, mobilize the enthusiasm of the majority of employees, improve the sense of responsibility, stabilize product output, improve product quality and efficiency, these measures are formulated.

2. Scope of application: the director of each workshop under the production department (including the deputy director).

3. Assessment methods:

1. The salary of the workshop director is divided into basic salary and post salary, of which the basic salary accounts for 80% of the total salary, the post salary accounts for 20%, and the post salary is linked to the assessment. The assessment is carried out monthly, and the assessment is cashed out monthly.

2. The assessment weight is 100%, of which the completion rate of the production plan accounts for 25%; safe and civilized production accounts for 20%; production quality accounts for 20%; cost management accounts for 20%; Internal management accounts for 15%.

3. Salary calculation method: total salary = basic salary + (post salary * assessment coefficient). For example, the total salary of a workshop director is 3,000 yuan, the basic salary is 2,400 yuan, the post salary is 600 yuan, and the assessment coefficient of the month is 90%, and the total salary after the assessment of the current month = 2,400 yuan + (600 * 90%) = 2,940 yuan.

3. Assessment content.

1. The completion rate of the production plan accounts for 25%, which is subject to the transfer of products to the next workshop or finished product warehouse. If the plan is not completed, 1 point will be deducted for every 11% lower; More than 5 points will be deducted for 1 day of delay in delivery. If the task is completed beyond the plan, 1 point will be added for every 1% exceeded.

This assessment is summarized by the production department.

2. Safe and civilized production, accounting for 20%, whether to improve the safety responsibility system, carry out safety activities, whether there is a special person responsible for safety, safety education, safety supervision, safety accident rate, workshop cleanliness and hygiene, on-site materials, semi-finished products stacking whether they meet the requirements of the assessment, such as major safety accidents (personnel **), this assessment shall not be scored, and the production department will be combined with the comprehensive score of the enterprise management office.

3. Production quality, accounting for 20%. The batch pass rate of 100% is a full score of 20 points, and 1 point will be deducted for every 1% lower, until the deduction is exhausted; If there is a major quality accident (the loss value is more than 1,000 yuan), this item will not be scored, and will be scored by the quality control department.

4. Cost management, accounting for 20%, is approved by the Finance Department for standard costs (including single material processing costs, workshop material consumption standards) and working hour quotas, and the actual cost is within the standard cost -1% + 1%, 15 points are awarded; Within the allowable range, 1 point is added for every 1% reduction; For every 1% exceeded, 1 point will be deducted until the deduction is exhausted. If there is a large waste (including people, materials, and materials, and the loss amount is more than 1,000 yuan), this item will not be scored, and will be scored by the finance.

Internal management, accounting for 15%, is assessed by the implementation of training, the organization of meetings, the standardization and improvement of reports, the implementation of rules and regulations, office norms, and the frequency of employee discipline violations, etc., and is scored by the production department in combination with the human resources department.

Set a clear goal, and if you fail to reach the goal, you will be punished accordingly, and you will be rewarded for doing well.

What do you want, I'll send you.

Employee performance appraisal.

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self Rating, Direct Rating, Manager Rating, General Manager.

Rating This column averages.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

4. The stability of the team, the smooth operation of the work, and the discipline of the subordinate personnel.

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image.

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.

Summary. As a production supervisor, each team leader is assessed through KPI, and team employees are assessed through performance and production quality.

As a production supervisor, each team leader is assessed through KPI, and team employees are assessed through performance and production quality.

Set the standard first, and only then can there be an assessment, according to the specific situation of the enterprise.

1. The principle of linking theory with practice and applying what you have learned.

Staff training should adhere to pertinence and practicality, take the actual needs of the work as the starting point, closely integrate with the characteristics of the position, and closely integrate with the age and knowledge structure of the training object.

2. The principle of full staff training and key improvement.

There is a planned and step-by-step training for all types of personnel at all levels to improve the quality of all employees. At the same time, we should focus on training a number of technical backbones and management backbones, especially for middle and senior management personnel.

3. The principle of teaching students according to their aptitude.

Carry out staff training according to the actual skills, positions and personal development intentions of each person, and the training methods and methods are suitable for the individual's personality characteristics and learning ability.

4. The principle of seeking practical results.

Effect and quality are the key to the success of staff training, so it is necessary to develop a comprehensive and thorough training plan and adopt advanced scientific training methods and means.

5. The principle of incentive.

Personnel training and personnel appointment, promotion, rewards and punishments, wages and benefits, etc., so that the trainees are encouraged to a certain extent, and managers should pay more attention to the training's learning, work and life.