Unexpected things can happen, and in most cases, strike when least expected. These occurrences can affect the physical and mental well-being of your manufacturing firm’s staff. This is the main reason why manufacturers go for strategies that target improving the performance of employees. Professionals in staff management emphasize two leading methods of boosting the performance of employees: human resources development and staff motivation. But hold on for a moment; before staff development, you need to start by doing an assessment.
Staff assessment in manufacturing is the evaluation of staff to determine their performance and productivity levels. As an employer, the assessment can help you determine crucial aspects of staff operations, including termination, promotion, compensation, and performance improvement. So, let’s start here; what are the main methods of staff evaluation?
Management by Objective (MBO)
Management by objective (MBO) is a method of staff assessment preferred by most companies because it is easy and highly effective. The evaluation strategy assists both workers and managers in doing four things: plan, identify, organize and communicate the core goals. Although the worker is being evaluated, he/she and the manager come together to discuss the progress for selecting specific assessment goals for the exercise.
As explained by Iskander Makhmudov, MBO as a method of staff assessment is recommended when both staff’s objectives and the company’s goals are in harmony. Particularly, it works well when targeting intangible goals like interpersonal skills and commitment to work. You need to start by setting the period of assessment, which can be 4, 6, or 12 months. Then, the staff must be gauged based on the information gathered within that period.
360-Degree Feedback Assessment
Like MBO, the 360-Degree Feedback assessment is also a common strategy for reviewing staff. The strategy provides employers the chance to gather feedback about staff from different parties. In most cases, the employer collects information about the subject from the supervisor, managers, colleagues, customers, peers, and other parties. Every party involved is required to respond to questionnaires concerning the employee under review.
The core benefit of the 360-Degree Feedback evaluation method is that you are able to avoid the bias in interview rooms. So, if a supervisor writes negative Feedback because you do not get along well, the bias will be easy to note because all others will give differing points. If you notice such scenarios, the employee should be taken to another area of work. Below is a list of common 360-Degree Feedback:
● Managerial reviews.
● Client reviews.
● Junior staff appraising seniors.
The Assessment Center Method
Most organizations targeting to fill high-profile positions, such as managerial and supervisory level vacancies, go for the Assessment Center strategy. This strategy uses the manager development procedure to analyze a person’s personality traits and abilities. The evaluation requires the candidate to complete individual and group tasks that help simulate specific scenarios. If you are able to determine the subject’s behavior, predicting his/her potential will be a lot easier.
The evaluation was created back in the 1930s, but you should not simply dismiss it as an ancient model. Today, it comes with numerous features that make it a perfect choice for identifying the potential of employees in your firm. While highly effective, you need to appreciate that this method is expensive and can take a lot of time.
If you have a manufacturing facility, ensure that staff assessment is part of the operations. With the evaluation, you understand the potential of staff and leverage operating efficiency. It is also an excellent way of determining what motivates your staff.