How does a garment trading company carry out a performance based pay system?

Hello, I am an analyst of Huaheng Zhixin, the smooth implementation of the performance salary system is based on the basis of effective performance appraisal, therefore, first of all, effective performance appraisal should be carried out, based on the industry characteristics of the clothing company and the core job functions and work characteristics of employees, performance appraisal can be considered from the following aspects:

1.Set up scientific and reasonable performance appraisal indicators.

2.Clarify the performance appraisal standards, so that the implementation of performance appraisal is based on evidence.

3.Connect the performance appraisal results with salary distribution, employee training, job promotion, etc., and clarify the application standards.

Secondly, the common performance-based pay compensation structure is as follows:

Gross salary = basic salary + performance salary + bonus + benefits + allowance.

The scientific and reasonable performance appraisal system and salary incentive can fully mobilize the enthusiasm of employees, improve the performance of the organization while improving individual performance, so as to achieve a win-win situation for individuals and organizations.

The predecessor of the merit pay system is piecework wages, but it is not a form of wages linked to the quantity of products in a simple sense, but a wage system based on scientific wage standards and management procedures.

Your problem is too big. It can only give you an idea.

Garment factories, generally speaking, refer to service enterprises of a production nature. Typical positions are as follows:

Management:

Vice President of Production, whose responsibilities are to handle the day-to-day management of service production, mobilize all resources inside and outside the factory to achieve production targets.

Vice President of Marketing: Its responsibility is to obtain effective production orders and complete sales tasks as reasonably as possible.

Department Executive Layer:

Production Workshop Supervisor: Its responsibility is to reasonably arrange and implement specific daily tasks on the garment production line according to the production objectives and ensure their completion.

Production line: pattern maker: its responsibility is to complete the work tasks of the pattern making link according to quality and quantity.

Production worker: Its responsibility is to complete the work tasks of specific production links according to quality and quantity.

Quality inspection: Its responsibility is to complete the garment quality inspection work.

If you still have a team of designers, then there are also designer positions.

The specific assessment plan is different for each enterprise. Please note that the departmental assessment plan is not based on the "general" job responsibilities, but is based on the analysis of the important problems faced in the current stage (within 1 year) and the areas that need to be improved in your specific production practice.

Therefore, if you want to develop a performance appraisal plan, it is recommended that you do not understand the general appraisal indicators, but plunge into the production practice, ask the production line, find out the links that need to be improved, find out the inefficiency, and then set the goal of improvement. With improvement goals in place, isn't there a performance management plan that is just around the horizon?

Finally, it is recommended that you use the Shenliang KPI performance management platform, which can well implement the performance appraisal of all employees of the apparel enterprise.

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.