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Sharp Manufacturing Corporation (M) Sdn. Bhd.
Sharp
By the performance management, workers and managers can get together for sharing their individual opinion, and then their managers can choose the best opinion to make their aim structure to reach there. The measurement of employee performance is one of the most important way for any business organization to toward their business goal.
Introduction
Performance management system involved number of activities they are more than simply review what an employee has done. Several of years ago, performance valuation was designed primarily to tell the employees how they had done over the period and let them know what they would be getting. This was mechanism implies. Specifically, performance valuation should also address documentation concern. Performance management must convey to employees how well they perform toward specific goals.
Sharp Manufacturing Corporation (M) Sdn. Bhd.
Profile company
Address : PLO-225 Kawasan Perindustrian Sri Gading,
83009 Batu Pahat, Johor.
Directors : Chairman : Mr. K. Kitamura
: Director : Mr. Won Yin Hock
: Director : Mr. Y. Nashimoto
Date Founded : October 1989.
Proud Started : June 1990
Profile company
profile company
Share Holders : SHARP Corporation (100%)
Line of Business :Product/Service :-
: LCD TV
: PWB Kit
: CCTV
: Suction Jig
: Market LCD Panel Repair
Export Market : 5%
: Japan, Asia, Europe, America
profile company
Employees : 1201 (1st July 2018)
Gender : Female : 731 ( 60.9%)
Male : 470 (35.1%)
Average Years of Service : 18.0 years
Working Day : 5 days a week
Labor Union : Electrical Industry Worker's Union (EIWU)
Achieved : ISO 9001 SIRIM in November 1994
: ISO 14001 by SIRIM & JACO in October 1998
Facilities : Canteen, Praying Room, Sport Center
organization
Organization Profile
1
Step 1
Sharp companies in Malaysia are part of its global strategy to enable all its bases within its worldwide network to support and complement each other with R&D, product engineering, parts procurement and distribution. This ensures Sharp products remain competitive in most markets. Thus enabling Sharp products remain competitive in most markets. thus enabling its consumers to enjoy a value-added and on improved quality of life. It also contributes to the industrial development of Malaysia, in particular, with its electronics and electrical sectors.
2
Step 2
Sharp Corporation develops, produces and markets advances consumer electronics, business products and electronic components. For most of the 1980s Sharp’s reputation and sales lagged behind those of arch-rival Sony Corporation. In the 1990s, though, Sharp emerged as the leader of the liquid crystal display (LCD) industry.
3
Step 3
LCD panels are lighter and thinner that the cathode ray tube screens common in televisions and have revolutionized calculators, computer screens, video recorders and hand-held devices. However, Sharp is more than an LCD manufacturer. The company also does a brisk business in integrated circuits, digital copies, fax machines and household appliances. Although 65 percent of its sales are generated in Japan, Sharp has subsidiaries around the world.
Key Performance Indicators
background of the topic
Key Performance Indicators (kpi)
k p i
Is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organizations use key performance indicators at multiple levels to evaluate their success at reaching targets. High level KPI may focus on the overall performance of the enterprise, while low- level KPI may focus on the processes or employees in departments such as sales, marketing or a call centre.
Key Performance Indicators
k p i
Now that we know KPI stands for key performance indicator it is only as valuable as the action it inspires. Too often, organizations blindly adopt industry-recognized KPIs and then wonder why that KPI doesn’t reflect their own business and fails to affect any positive change. One of the most important, but often overlooked aspects of KPIs is that they are a form of communication. As such, they abide by the same rules and best-practices as any other form of communication. Succinct, clear and relevant information is much more likely to be absorbed and acted upon.
key performance indicators
k p i
KPI often have a negative connotation associated with them. Unfortunately, many business users are beginning to see KPI monitoring as an obsolete practice. This is because KPI fall victim to that most human of all problems lack of communication. The truth is that KPI are only as valuable as you make them. Key performance indicators require time, effort and employee buy-in to live up to their high expectations.
Method Applying by Organization
performance management method by organization
method by organization : 1
method 1
Sharp Manufacturing Corporation (M) Sdn Bhd using this method and they have a huge impact on the total performance management in this organization. In this company they using 3 value and divide into 3 departments each is A B and C each of this group as their different management system that they use because the management and staff can get better insight by following this method because they are measurable on a continuous basic it uses in real-time or daily life. This is the reason that KPI in this company are a good and very powerful management tool for everyone in the organization.
method by organization : 2
method 2
Give the ability to provide health care service to the staff such as medical bill, employees care, facility management and emergency room conditions. In Sharp Manufacturing Corporation has their own emergency room to use when something bad happen to the staff or to the employees. The employees can use these health care that KPI give to them in anytime and anywhere. Example in back 2015 male staff accident in traffic road at segamat and broke his leg the worst thing happens is that he can’t go to work anymore so with KPI the organization pay all the medical bills and pay he living expenses for the rest he life. This is the benefit that he gets when using KPI.
method by organization : 3
method 3
Discipline is using in this organization to established company rules so that employee, employer or the staff not making any mistake if they do they will get punish. It is everyone responsibility to be discipline in any areas and the supervisor must explain and allow the staffs to make some improvements if they do something wrong. If they coming late for work the supervisor must give them a warning letter but if this behaviour continuous then the staff must get some counsellor before taking any necessary action.
method by organization : 4
method 4
Reward play major role in this organization because this can give the staff appreciation for what they have done for the company through their good work because it will motivate, maintain and can improve their work. Any staff who excellent in their attendance will get a bonus or reward such as their salary will increase.
method by organization : 5
method 5
Compensation Benefits Sharp has improved in term of safety at workplace and every employees and staff get public transport allowance for all year. The organization also give the employees free medical treatment at any panel clinic. The female staff also get maternity leave and will be paid by company rm6 per days. Every employee who work with Sharp get 24-hour insurance and special uniform by Sharp. It also has atm machine facilities at the company
suggestion
suggestion
management by objectives (MBO)
m b o
Sharp Manufacturing Corporation (M) Sdn Bhd can use MBO or known as Management by Objectives under this method the supervisor can evaluate the staffs on their basic results such as attendance, discipline and many other things because when they using KPI it leads to unfair feeling that involve between the staffs and the management itself.
KPI that they use sometime lead to unmotivated to the staff because most of the employees are doing very well in work but only the selected one get the recognition. By using MBO technique as a method the supervisor can evaluate the staff’s performance and this can be raising their effectiveness when doing work in the organization.
management by objectives
m b o
This method can also help in achieve their objective rather than making a plan. It will take a long time to finish because the manage must do a meeting with all the department to discuss what need to achieved with this the management in the organization can identify the important things that need to be achieved.
Because it can make the employees in the organization know what need to be done and supervisor also must play major role in this situation because he or she must be giving feedback to the employee’s every time the staffs make any progress. This shown that the goals they want to achieve is important and can make the employees guide their efforts to get what that has been set by the organization.
360 degree feedback
3 6 0'
Sharp Manufacturing Corporation (M) Sdn Bhd can also use 360 Degree Feedback by this the staffs or the employees get more complete picture when using this method. By this the company will understand that it’s used to measure an employee’s strength and weakness, not their performance.
There is also a self-assessment that is included in the process. The supervisor or the manager will compile all the results and discover any patterns about where the staffs could improve their skills. This help everyone in this company to improve their personal skills and behaviours at work.
360 degree feedback
3 6 0'
Must set goals for the process when the organization using this method they must have a reason for it. The more feedback that employees or the staffs receive the always is better because this can make the employees will likely perceive the feedback as more fair since it’s coming from multiple sources.
The 360 review gives the colleagues a chance to everyone in the organization or in the department express how they feel about their co-workers. The employees can know how the others see they doing work this is to develop a growth mindset and look at it as an opportunity to grow.
Conclusion
conclusion
With rewards being directly linked to achievement of objectives, goal setting, and Performance Appraisal assumes utmost importance. The Performance Appraisal System has been professionally designed and it is monitored by Human Resources Department. The implementation is the responsibility of each and every employee along with their supervisor.
There should be adequate training to the elevator that will go a long way in answering the quality of Performance Appraisal. In conclusion, Performance Appraisal is a very important tool used to influence employees. A formal performance review is important as it gives an opportunity to get an overall view of job performance and staff development.
It encourages systematic and regular joint-stocking and planning for the future. Good performance reviews therefore don’t just summarize the past they help determine future performance.
conclusion
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