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Staff Assessment in Manufacturing Business

What is the best method of boosting employee performance in a manufacturing business? Experts in human resources will tell you to put greater focus on HR development and motivation. However, there is one thing that should come before running any improvement program – staff assessment.

Staff performance assessment is a method of evaluating the productivity of staff with the aim of crafting strategies for improvement. In a manufacturing business, it is so important because it helps you to determine staff’s suitability for wage increase, promotions, and their shortcomings. In this post, we will tell you the main strategies for staff assessment.

Management by Objectives (MBO)

MBO is one of the common methods of staff assessment where managers and employees identify, organize, plan and communicate the objectives that should be given focus during the appraisal. Once the objectives are set, managers and employees discuss the progress for controlling and establishing the feasibility of the objectives.

This method is used to ensure that the goals of a manufacturing business and the objectives of employees match well. It also puts greater focus on intangible goals, such as commitment to work and interpersonal skills. By the close of the review period, which can be quarterly, half-yearly, or annually, the employees are judged based on the results they achieve.

360-Degree feedback

This is a multi-dimensional assessment method used to evaluate employees based on the information gathered from their circles, such as peers, managers, clients, and direct reports. The good thing about this method is that it helps to eliminate bias during reviews. For example, if one of your managers gives negative feedback about an employee because they do not get along well, it will be easy to note the bias by looking at what others, such as clients and reports, say. One of the remedies for such a situation might be moving the employee to a different department.

The 360-Degree feedback method has a number of components, including self-appraisals that allow staff to look at themselves to learn more about their weaknesses and strengths. Other components of the assessment method include managerial reviews, peer reviews, client reviews, and subordinate appraising managers.

Assessment Center Method: Iskander Makhmudov

This method was developed way back in the 1930s but has been improved over time to fit the emerging demands of modern businesses. The assessment center method allows employees to understand how others see them and the implications of their performance. The primary advantage of this method in manufacturing is that it not only helps to gauge the current performance, but managers are also able to predict the future performance of employees.

During assessments, workers are asked to participate in social-simulation activities, such as informal discussions, decision-making problems, and other tasks that help to enhance the success of a role. Then, the persons involved are asked to gauge the performance. The main drawback of this method is that it requires a lot of time and can be cost-intensive.

As we have demonstrated in this post, you should regularly review the performance of staff in your manufacturing facility with the goal of enhancing their efficiency. As Iskander Makhmudov argues, the assessment allows the management to understand employees and help them achieve their career growth and reduce staff attrition. So, go ahead and pick the method the methods above to plan for your staff development.