Rtu Department of Industrial Engineering: Company's Performance Management Company Profile

RTU DEPARTMENT OF INDUSTRIAL ENGINEERING PAGE 1
Company’s Performance Management
Company Profile
XYZ Company operates with highly skilled, experienced workers who share the
same vision as its management in bringing the company forward by employing
impeccable standards in quality vis-à-vis punctuality when completing projects. Due
to the meticulous manner, keen eye for detail and dedication to service by the
workforce, XYZ Company consequently acquired a reputation for dependability and
tastefulness. But despite its significant achievements, XYZ Company never wavered
in its drive for excellence. XYZ Company continues to learn, improve and grow
through constant research and training.
Services
FAST DESIGN CONSTRUCTION
Phased or fast-track is a partnership between the project owner, architect and XYZ
Company that allows the project to be started as soon as a portion of the design is
complete and approved, rather than waiting for completion of the entire project
design. This format allows projects to be completed sooner for the owner's use and
benefit, while reducing construction costs and making money for the owner by
providing early use of the facility. XYZ Company has completed significant fast-track
projects in as little as five months.

COMPETITIVE BID
XYZ Company is successful as a competitive bidder and participant in the traditional
"design, bid, build" construction delivery system. This process requires skilled
estimating, securing of responsible and competitive subcontractors and establishing
responsible and fair fees. Our estimators are proficient, competitive and
knowledgeable of the dynamic market conditions -- keeping XYZ Company informed
and prepared to participate in competitive market bids.
DESIGN & BUILD
Increasingly, many owners are utilizing the design/build process, where an owner
does not have to dedicate, develop, or commit personnel resources to the process
of selection and management of a construction team. XYZ Company has the ability
to be responsible for the entire design and construction process. With the needs of
the owner in mind, XYZ Company supervises the overall architectural, engineering,
bidding, contracting, building and inspection from the beginning to the end of the
project.
VALUE ENGINEER
XYZ Company expertise with this design review process is one of the ways we can
save owners money. Value engineering involves critical evaluations of the many
elements of a building to determine if there are other products or systems that
provide savings while ensuring quality. XYZ Company personnel will also examine
the projected costs of materials and construction operation (Life-Cycle Costing) and
will establish rational and efficient procedures for field execution (Constructability
Studies) as part of the value engineering evaluation.
PARTNERSHIP
The partnerships we establish with owners, consultants and subcontractors have
earned XYZ Company a respect that we are determined to uphold. Beginning with
the president, through the project managers and to the on-site workers, we
understand how hard it is to gain someone's trust, and how easily it can be lost. We
emphasize maintaining the lines of communication to help everyone understand
each other's issues and concerns. This approach has created solid partnerships,
resulting in greater client satisfaction.
XYZ Company CONSTRUCTION
Company works hand-in-hand with architects, engineers, owners, subcontractors,
and crew members to complete the job right...on time and within budget. We
constantly troubleshoot the project and work cooperatively with other professionals
to develop and implement plans. We know through experience that by promoting
teamwork and strong rapport, construction problems are minimized

1. Vision, Mission, Goals, and Objectives
Vision
To be a diverse family owned construction and asset management business
that will grow to be the most respected in the industry.
Mission
XYZ Company works closely with the building's owner and architect to plan
and manage the entire construction process. Our project oversight ensures
timely scheduling and cost-effective budgeting without sacrificing quality
building standards.
XYZ Company delivers highly competitive, quality construction work in large
part due to our seasoned, in-house personnel and our ability to perform a
significant amount of the work with our own forces.
Goals
The company will provide a product with high quality standards, as guided by
our commitment to undertake every project as a testament to our passion to

build. For us, no cost is too high in keeping our integrity. The company also
adheres to superior client service through:
 Creating a management structure to best suit our client’s need;
 Provision of accurate and detailed cost estimates.
 Proficient and on-time scheduling;
 Providing clients with accurate reports on weekly and monthly basis;
 Adhering to strict standards through execution in accordance with
specifications and proper construction methodology;
 Responding to client’s changing needs during construction through an
open line of communication; and
 Building lasting relationship by catering to our client’s needs with
service beyond the terms of our contracts.

2. XYZ Company Measuring Performance

3. Factors to be considered in measuring performance.
a. Dedication
- Dedication is an exceedingly strong feeling of support and loyalty
for something or someone. To run any successful enterprise you
must have available, and be able to depend upon, dedicated
employees.
Dedication is one of three attributes or hallmarks of worker
engagement, the other two being vigor and absorption. Engaged
employees are what every employer wants. Feeling engaged at
work is what every employee wants. To feel engaged while on-the-
job is to love one’s work.
b. Performance
- Employee performance is defined as whether a person executes
their job duties and responsibilities well. Many companies assess
their employee's performance on an annual or quarterly basis in
order to define certain areas that need improvement. Performance
is a critical factor in organizational success.
c. Cooperation
- Cooperation in the workplace is perhaps one of the most important
influences on productivity, especially in a team-based environment.

When each person relies on input or task completion from others,
things go smoothly; when one person is uncooperative, the entire
process slows down.
d. Initiative
- An initiative is the first in a series of actions. Initiative can also
mean a personal quality that shows a willingness to get things done
and take responsibility. An initiative is the start of something, with
the hope that it will continue. Government and business start
initiatives all the time.
e. Communication
- An initiative is the first in a series of actions. Initiative can also
mean a personal quality that shows a willingness to get things done
and take responsibility. An initiative is the start of something, with
the hope that it will continue. Government and business start
initiatives all the time.
f. Teamwork
- Teamwork is when workers combine their individual skills in pursuit
of a goal. Important teamwork skills in the workplace include
helping and guiding, persuading, sharing openly and willingly, being
an active participant, being flexible, and showing commitment.

Teamwork also allows for helping another team member when you
have finished your workload.
g. Character
- Showing good character in the workplace sets you apart as a
trustworthy individual and can help you attract allies, gain the support
of colleagues and superiors, and improve your career trajectory.
h. Responsiveness
- A major factor for a positive professional brand, and in turn,
a successful work life, is responsiveness. In today’s workplaces,
hardly anyone works completely independently and alone. This
means that people need to be able to depend on you.
Responsiveness is an indicator of good time management skills. It
shows that you have it together, but it also shows that you also
care about the person—building powerful trust.
i. Personality
- Personality affects all aspects of a person's performance, even how
he reacts to situations on the job. Not every personality is suited for
every job position, so it's important to recognize personality traits

and pair employees with the duties that fit their personalities the
best.
j. Appearance
- Dressing well will not only increase your self-confidence but it will
also impress and attracts other people. Proper grooming and a
professional appearance are important to gain respect in the
workplace. The way you look and carry yourself creates an
impression on the people you work alongside.
k. Work Habits
- With good organizational habits, such as time management, note
taking and paying attention to details, workers can find success in
their professional and personal lives. That's because getting
organized helps people to focus on what needs to be done. Using
tools such as calendars, to-do lists and email reminders, workers
can work more efficiently and complete tasks by their deadlines.
They can show the people in their workplace they are professionals
who are seriously committed to achieving their work goals and
even helping others succeed.

There are some work habits that all employers hope their new hires
will have. Consider how you match up to the attributes of the "perfect
worker."
 Punctuality— being on time every day
 Attendance—being at work unless you are truly ill or there is an
emergency
 Productivity—working to assure both quality and quantity
measures are met
 Initiative—starting work without being told to do so
 Cooperation—getting along with people (boss, co-workers, and
customers)
 Attention to Details—following rules or directions
 Accuracy—not making mistakes
 Adaptability—can do more than one job task
 Diligence—improving job performance routinely
 Appearance—always in appropriate clothing and accessories
 Open-mindedness—accepts constructive criticism
 Honesty and Trustworthiness—doesn't cheat, steal, or lie
Consider how many of the work habits listed above you
demonstrate in your current work, school, or home situation. Are
there habits you need to improve—what are they? How can you
improve in these areas as a job seeker who is blind or visually
impaired?
4. Determining Productivity
The two most important measures of labour productivity are:
• The effectiveness with which labour is used in the construction
process;
• The relative efficiency of labour doing what it is required to do at a
given time and place.
5. Rewarding Performance
Meaningful reward and recognition strategies can positively influence
employee attitudes and behaviour.
There are different types of reward programs aimed at both individual
and team performance.
Variable Pay or pay-for-performance is a compensation program in
which a portion of a person's pay is considered "at risk." Variable pay
can be tied to the performance of the company, the results of a
business unit, an individual's accomplishments, or any combination of
these. It can take many forms, including bonus programs, stock
options, and one-time awards for significant accomplishments. Some
companies choose to pay their employees less than competitors but
attempt to motivate and reward employees using a variable pay

program instead. Good incentive pay packages provide an optimal
challenge, one that stretches employees but remains in reach. If too
much is required to reach the goal, the program will be ignored.
Bonuses
They usually reward individual accomplishment and are frequently
used in sales organizations to encourage salespersons to generate
additional business or higher profits. They can also be used, however,
to recognize group accomplishments. Indeed, increasing numbers of
businesses have switched from individual bonus programs to one
which rewards contributions to corporate performance at group,
departmental, or company-wide levels. According to some experts,
small businesses interested in long-term benefits should probably
consider another type of reward. Bonuses are generally short-term
motivators. By rewarding an employee's performance for the previous
year, they encourage a short-term perspective rather than future-
oriented accomplishments. In addition, these programs need to be
carefully structured to ensure they are rewarding accomplishments
above and beyond an individual or group's basic functions. Otherwise,
they run the risk of being perceived of as entitlements or regular merit
pay, rather than a reward for outstanding work. Proponents, however,
contend that bonuses are a perfectly legitimate means of rewarding

outstanding performance, and they argue that such compensation can
actually be a powerful tool to encourage future top-level efforts.
Profit sharing refers to the strategy of creating a pool of monies to be
disbursed to employees by taking a stated percentage of a company's
profits. The amount given to an employee is usually equal to a
percentage of the employee's salary and is disbursed after a business
closes its books for the year. The benefits can be provided either in
actual cash or via contributions to employee's 401(k) plans. A benefit
for a company offering this type of reward is that it can keep fixed
costs low.
The idea behind profit sharing is to reward employees for their to a
company's achieved profit goal. It encourages employees to stay put
because it is usually structured to reward employees who stay with the
company; most profit sharing programs require an employee to be
vested in the program over a number of years before receiving any
money. Unless well managed, profit sharing may not properly motivate
individuals if all receive the share anyway. A team spirit (everyone
pulling together to achieve that profit) can counter this—especially if it
arises from the employees and is not just management propaganda.

Stock Options
Previously the territory of upper management and large companies,
stock options have become an increasingly popular method in recent
years of rewarding middle management and other employees in both
mature companies and start-ups. Employee stock-option programs
give employees the right to buy a specified number of a company's
shares at a fixed price for a specified period of time (usually around ten
years). They are generally authorized by a company's board of
directors and approved by its shareholders. The number of options a
company can award to employees is usually equal to a certain
percentage of the company's shares outstanding.
Like profit sharing plans, stock options usually reward employees for
sticking around, serving as a long-term motivator. Once an employee
has been with a company for a certain period of time (usually around
four years), he or she is fully vested in the program. If the employee
leaves the company prior to being fully vested, those options are
cancelled. After an employee becomes fully vested in the program, he
or she can purchase from the company an allotted number of shares at
the strike price (or the fixed price originally agreed to). This purchase is
known as "exercising" stock options. After purchasing the stock, the
employee can either retain it or sell it on the open market with the
difference in strike price and market price being the employee's gain in
the value of the shares.
Offering additional stock in this manner presents risks for both the
company and the employee. If the option's strike price is higher than
the market price of the stock, the employee's option is worthless.
When an employee exercises an option, the company is required to
issue a new share of stock that can be publicly traded. The company's
market capitalization grows by the market price of the share, rather
than the strike price that the employee purchases the stock for. The
possibility of reduction of company earnings (impacting both the
company and shareholders) arises when the company has a greater
number of shares outstanding. To keep ahead of this possibility,
earnings must increase at a rate equal to the rate at which outstanding
shares increase. Otherwise, the company must repurchase shares on
the open market to reduce the number of outstanding shares.
One benefit to offering stock options is a company's ability to take a tax
deduction for compensation expense when it issues shares to
employees who are exercising their options. Another benefit to offering
options is that while they could be considered a portion of
compensation, current accounting methods do not require businesses
to show options as an expense on their books. This tends to inflate the

value of a company. Companies should think carefully about this as a
benefit, however. If accounting rules were to become more
conservative, corporate earnings could be impacted as a result.
GROUP-BASED REWARD SYSTEMS
As more small businesses use team structures to reach their goals,
many entrepreneurs look for ways to reward cooperation between
departments and individuals. Bonuses, profit sharing, and stock
options can all be used to reward team and group accomplishments.
An entrepreneur can choose to reward individual or group
contributions or a combination of the two. Group-based reward
systems are based on a measurement of team performance, with
individual rewards received on the basis of this performance. While
these systems encourage individual efforts toward common business
goals, they also tend to reward under-performing employees along
with average and above-average employees. A reward program which
recognizes individual achievements in addition to team performance
can provide extra incentive for employees.
RECOGNITION PROGRAMS
For small business owners and other managers, a recognition program
may appear to be merely extra effort on their part with few tangible
returns in terms of employee performance. While most employees

certainly appreciate monetary awards for a job well done, many people
merely seek recognition of their hard work. For an entrepreneur with
more ingenuity than cash available, this presents an opportunity to
motivate employees.
6. Current Job Evaluation Form

Proposed Job Evaluation form
Graphic Rating Scale
The graphic rating scale, a behavioral method, is perhaps the most popular choice
for performance evaluations. This type of evaluation lists traits required for the job
and asks the source to rate the individual on each attribute. A discrete scale is one
that shows a number of different points. The ratings can include a scale of 1–10;
excellent, average, or poor; or meets, exceeds, or doesn’t meet expectations, for
example. A continuous scale shows a scale and the manager puts a mark on the
continuum scale that best represents the employee’s performance. For example:
Poor — — — — — — — — Excellent
The disadvantage of this type of scale is the subjectivity that can occur. This type of
scale focuses on behavioral traits and is not specific enough to some jobs.
Development of specific criteria can save an organization in legal costs. For
example, in Thomas v. IBM, IBM was able to successfully defend accusations of age
discrimination because of the objective criteria the employee (Thomas) had been
rated on.
Many organizations use a graphic rating scale in conjunction with other appraisal
methods to further solidify the tool’s validity. For example, some organizations use a
mixed standard scale, which is similar to a graphic rating scale. This scale includes
a series of mixed statements representing excellent, average, and poor
performance, and the manager is asked to rate a “+” (performance is better than
stated), “0” (performance is at stated level), or “−” (performance is below stated
level). Mixed standard statements might include the following:
The employee gets along with most coworkers and has had only a few interpersonal
issues.
 This employee takes initiative.
 The employee consistently turns in below-average work.
 The employee always meets established deadlines.
Essay Appraisal
In an essay appraisal, the source answers a series of questions about the
employee’s performance in essay form. This can be a trait method and/or a
behavioral method, depending on how the manager writes the essay. These
statements may include strengths and weaknesses about the employee or
statements about past performance. They can also include specific examples of past
performance. The disadvantage of this type of method (when not combined with
other rating systems) is that the manager’s writing ability can contribute to the
effectiveness of the evaluation. Also, managers may write less or more, which
means less consistency between performance appraisals by various managers.
Checklist Scale
A checklist method for performance evaluations lessens the subjectivity, although
subjectivity will still be present in this type of rating system. With a checklist scale, a
series of questions is asked and the manager simply responds yes or no to the
questions, which can fall into either the behavioral or the trait method, or both.
Another variation to this scale is a check mark in the criteria the employee meets,
and a blank in the areas the employee does not meet. The challenge with this format
is that it doesn’t allow more detailed answers and analysis of the performance
criteria, unless combined with another method, such as essay ratings.

Graphic Rating Scale

Essay Rating
Checklist Scale
REFFERENCES:
http://open.lib.umn.edu/humanresourcemanagement/chapter/11-2-appraisal-
methods/
http://home.uchicago.edu/syverson/productivitysurvey.pdf
http://web.mit.edu/parmstr/Public/NRCan/nrcc37001.pdf
https://voxeu.org/article/what-determines-productivity
https://www.otago.ac.nz/humanresources/otago062636.pdf

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RTU DEPARTMENT OF INDUSTRIAL ENGINEERING PAGE 1

Company’s Performance Management

same vision as its management in bringing the company forward by employing

impeccable standards in quality vis-à-vis punctuality when completing projects. Due

workforce, XYZ Company consequently acquired a reputation for dependability and

through constant research and training.

FAST DESIGN CONSTRUCTION

projects in as little as five months.

XYZ Company is successful as a competitive bidder and participant in the traditional

estimating, securing of responsible and competitive subcontractors and establishing

knowledgeable of the dynamic market conditions -- keeping XYZ Company informed

and prepared to participate in competitive market bids.

DESIGN & BUILD

elements of a building to determine if there are other products or systems that

Studies) as part of the value engineering evaluation.

The partnerships we establish with owners, consultants and subcontractors have

emphasize maintaining the lines of communication to help everyone understand

resulting in greater client satisfaction.

XYZ Company CONSTRUCTION

Company works hand-in-hand with architects, engineers, owners, subcontractors,

to develop and implement plans. We know through experience that by promoting

teamwork and strong rapport, construction problems are minimized

1. Vision, Mission, Goals, and Objectives

To be a diverse family owned construction and asset management business

that will grow to be the most respected in the industry.

timely scheduling and cost-effective budgeting without sacrificing quality

XYZ Company delivers highly competitive, quality construction work in large

significant amount of the work with our own forces.

our commitment to undertake every project as a testament to our passion to

adheres to superior client service through:

 Creating a management structure to best suit our client’s need;

 Provision of accurate and detailed cost estimates.

 Proficient and on-time scheduling;

 Providing clients with accurate reports on weekly and monthly basis;

 Adhering to strict standards through execution in accordance with

specifications and proper construction methodology;

 Responding to client’s changing needs during construction through an

open line of communication; and

 Building lasting relationship by catering to our client’s needs with

service beyond the terms of our contracts.

2. XYZ Company Measuring Performance

3. Factors to be considered in measuring performance.

- Dedication is an exceedingly strong feeling of support and loyalty

for something or someone. To run any successful enterprise you

must have available, and be able to depend upon, dedicated

Dedication is one of three attributes or hallmarks of worker

engagement, the other two being vigor and absorption. Engaged

employees are what every employer wants. Feeling engaged at

work is what every employee wants. To feel engaged while on-the-

job is to love one’s work.

- Employee performance is defined as whether a person executes

their job duties and responsibilities well. Many companies assess

their employee's performance on an annual or quarterly basis in

order to define certain areas that need improvement. Performance

is a critical factor in organizational success.

- Cooperation in the workplace is perhaps one of the most important

influences on productivity, especially in a team-based environment.

When each person relies on input or task completion from others,

things go smoothly; when one person is uncooperative, the entire

process slows down.

- An initiative is the first in a series of actions. Initiative can also

mean a personal quality that shows a willingness to get things done