Gambling Section 50: Formulation of Performance Appraisal
Niu Xiaobai gave Zhang Tiancheng a thumbs up and replied: "Tiancheng, this is a very good question! Going back to the example I gave just now, assume that we work normally for 8 hours a day, which means working hours
For 480 minutes, it normally takes Lao Xu 3 minutes to make an FM310 stepped shaft. Theoretically, he should be able to produce 160 FM310 in 480 minutes. However, we must take into account the equipment when formulating the standard output.
Overall efficiency, so we need to multiply this theoretical output by 85% to get the standard output of 136 pieces. From this calculation process, you can see that the standard output must not only be based on the theoretical production cycle, but also take into account the overall efficiency of the equipment.
, so that everyone’s standard output is no longer unattainable, but completely achievable, or even surpassable.”
"If everything goes normally that day, Manager Niu, I should be able to achieve the standard output you mentioned; but what if the equipment is not in good condition? Do you know? Sometimes we want to produce more output.
But the equipment is always broken, and there is nothing we can do about this situation!" Operator representative Lao Xu expressed his feelings.
"Let me answer this question!" Engineering Department Manager Lu Jianzhong stood up and said: "If production is reduced due to equipment failure, a proportional portion will be deducted from your standard production, and I will record all maintenance time.
Responsible equipment maintenance technicians, which also provides a basis for their performance appraisal." Lu Jianzhong's concise and clear answer won warm applause from the operator representatives, which was exactly the answer they expected.
After the in-depth communication with Niu Xiaobai, Lu Jianzhong deeply realized that if the technical staff of the engineering department did not conduct effective performance appraisals, the operation of the entire department would go out of control. Niu Xiaobai, the "fresh man"
"Blood" brought new ideas and new excitement to Lu Jianzhong, an old employee.
"What about the quality of the materials? If the quality of the materials for this process is not good, it will also affect the output!" Production foreman Lin Xiangshan also raised his own question while the iron was hot.
"About this question? It's related to the quality part of the performance appraisal. Can we ask Manager Zhu from the Quality Department to answer it?" Niu Xiaobai made a "please" gesture to where Zhu Lin, the manager of the Quality Department, was sitting.
.
Zhu Lin stood up and said slowly: "I believe that all colleagues are familiar with the 'three principles of quality' after previous training: do not accept defective products, do not manufacture defective products, and do not pass on defective products. I think as a qualified
Operators, first of all, must have the quality awareness of self-inspection. In order not to accept defective products, they must confirm the quality of the incoming materials from the previous process; when they find defective products from the previous process, they must promptly report them to our quality department for inspection.
The operator reported... Manager Niu and I have reached an agreement. After the quality department inspector receives the report, the operators of the previous process will be responsible for the quality problems of defective incoming materials, and points will be deducted accordingly from their quality performance; at the same time,
Whistleblowers who discover defective products during self-inspection and report them to the quality department will be rewarded with performance bonus points."
"Report?" When the operator representatives and production foremen heard this word, everyone secretly laughed secretly. In their minds, reporting others in order to gain points for their own performance would cause others to suffer.
Deduction of performance points is something that cannot happen in a machine shop! Yes, we are all colleagues working in the same workshop. We should not look up when we look down. We should be in harmony, respect each other as guests, love each other, and live in peace...
If you report something wrong with someone else,
Aren't you just poking a hornet's nest? Maybe, people will retaliate against you!
Zhu Lin understood what they meant from everyone's expressions, and he said seriously: "If you didn't check out the quality problems from the previous process, it means you accepted the defective products, and then the subsequent quality responsibility will be borne by you.
It's your responsibility!"
"Huh?" People then realized that the previous thinking of shielding each other seemed a bit unreasonable: If I didn't report the previous process, the quality problem of this defective product would still exist, and it would not be rotten in my hands.
Right? I want to pass it on to the next process. So, when this defective product flows to the next process, will people report me?
Zhu Lin ignored everyone's discussion and continued: "In order not to produce defective products, each operator must confirm the processing technology, process requirements, processing quality, etc. of this process; in order not to pass on defective products, it must be handed over to the downstream
The quality of the products in each process should be confirmed. These 'three principles of quality' constitute the self-inspection and mutual inspection of the manufacturing process. If everyone does it carefully, the quality of our products will be greatly improved, and not only will it reduce
The workload of quality personnel and production efficiency will also increase accordingly!”
Niu Xiaobai nodded and added: "The purpose of our quality performance appraisal for everyone is to reduce the number of defective products in the production process, thereby improving production efficiency. In addition to self-inspection and interaction between operators,
Inspection, our machine processing workshop has implemented full-size inspection of the first and last pieces, 100% full inspection of key dimensions, proportional sampling of minor dimensions and other inspection methods. Therefore, everyone should not take chances and evade accountability, but
Make the product good with sincerity..."
Just after the discussion on this issue, another operator representative raised his hand and spoke: "Manager Niu, I have another question..."
…
Since output and quality are two important topics directly related to the production site, the discussions on these two aspects were very lively. The operator representatives and production foremen who participated in the meeting spoke freely and expressed their doubts without reservation.
Put it forward. Niu Xiaobai and the managers present took turns answering until everyone felt that they were very satisfied with the answer...
…
After a short break of 10 minutes, Niu Xiaobai continued to preside over the meeting: "After discussions with Manager Huang of the Human Resources Department, we decided to continue to use the previous performance appraisal regulations on attendance and discipline. Now, I would like to ask Manager Huang to explain to you.
one time."
Human Resources Manager Huang Ping, who was privately called "The Extinct Master" by the employees, stood up and smiled softly at everyone. She put her hands on her chest, her right hand supporting her left hand, and her left hand making an orchid shape, charming.
Wan Zhongdi explained: "As you may know, regarding the company's relevant systems, I have always advocated not to make too many changes, especially the human resources system. Therefore, the performance appraisal of attendance and discipline in the machine shop
The original assessment method will continue to be maintained. In other words, when employees are absent from work, such as asking for leave, being late, leaving early, absenteeism, etc., their performance points will be deducted accordingly; if employees are required to take time off due to company reasons, it will be considered normal.
Attendance. If none of the above absences occur, it will be considered full attendance, and the company will pay the full attendance bonus."
Seeing everyone nodding with satisfied smiles, Huang Ping continued to squint and said: "In terms of discipline, according to the relevant provisions of the company's "Employee Handbook", as long as the employee does not receive a 'written warning' or above disciplinary action in the month, then
his disciplinary performance
The points will be counted as full points and the corresponding bonuses will be paid in full, and this has not changed at all.”
Performance in attendance and discipline are very intuitive hard indicators. If there is a problem, points will be deducted. If there is no problem, the full amount will be paid. This is in line with everyone's thinking. So when discussing with the human resources department, Niu Xiaobai didn't mind.
The previous relevant performance appraisal regulations will continue to apply.
Since the system regarding attendance and discipline had not changed much, everyone passed it without raising any questions.
Immediately afterwards, Niu Xiaobai immediately went into the explanation of the 5S performance appraisal: "Through everyone's joint efforts, the '5S on-site management method' of our machine shop has been promoted very smoothly, and is currently in the clean stage of standardization and institutionalization. In order to
In order for the '5S on-site management method' to be implemented in a long-term and institutionalized manner, corresponding performance appraisals are very necessary. The company's performance appraisal method is also relatively simple. It is inspected according to the 5S standards we have formulated, and each position meets the standards.
This is your 5S performance score. Do you have any questions about this assessment item?"
Since the machine shop has been vigorously promoting the "5S on-site management method" recently, everyone is familiar with this system. People can't ask any questions for a while, and the conference room was quiet for a while.
At this time, production foreman Wang Yuanming whispered: "The 5S standard is so strict and meticulous, I'm afraid there are very few people who can get full marks... It seems that this 240 yuan is destined to be discounted!
"
After hearing what Wang Yuanming said, the operator representatives and production foremen all nodded in agreement.
"Wang Yuanming, you are right. The 5S standards are indeed relatively strict. For this reason, I made suggestions to General Manager Chen and introduced a bonus item of the '5S On-site Management Method': rationalization suggestions. This is also
Obtain her consent. If in future work, anyone discovers problems around him and proposes his own feasible plan to the company, his performance appraisal score will be based on the executability of the proposal and the size of his contribution to the company.
There is no cap on the bonus points. I am still discussing the implementation details of the rationalization suggestions with the Human Resources Department and will announce them to everyone later."
"Okay!" Someone took the lead in shouting, and there was a burst of warm applause in the conference room.
After nearly half an hour of question and answer session, this discussion has basically come to an end. Seeing that no one could ask any other questions, Niu Xiaobai looked at everyone, then at Chen Wanshi, and said to her
: "Now, I would like to ask General Manager Chen to make a concluding speech. Everyone is welcome!"
Chen Wanshi stood up and looked around at everyone. Her stern eyes released a huge aura, making everyone present hold their breath and look at her quietly.
Chen Wanshi said loudly: "Regarding the new plan for the performance appraisal system of the machine shop, Manager Niu has just taken everyone through it carefully. I think this plan is feasible and controllable, and it also has the ability to motivate employees to produce more and the company to gain more.
To achieve a win-win situation, I personally have no opinion on the four components of the performance appraisal system and agree to implement it; but I want to add a 'veto item' here: Once it is discovered that an employee does not follow the company's rules and regulations, the work
For example, if you change the process method or process time without authorization in order to catch up with the production, the monthly bonus will be cleared directly; if it seriously affects the company's quality and reputation, you will be held accountable accordingly. For what I raised