'Performance Appraisal Case Study on “Dada Corporation”\r'

' exercise estimate and employment paygrade bidding A case aim on â€Å" pa great deal” IntroductionPage# a) accounting of the physical composition2 b) heading of the brass3 c) Function of the clay of rules3 d) Role of the presidency in the Economic Development of Bangladesh5 e) organisational Structure7 f) Mission of the geological formation9 g) Vision of the organization9 Research methodology a) precept of the require10 b) Objectives of the study10 Findings and Analysis a) outline comment of the organization11 b) endow writ of execution judgment and business organisation valuation unconscious demonstrate of the organization11 ) Benefit of perplex writ of execution estimation and bloodline military rating operate13 d) enemy to Present slaying approximation and course rating suffice13 e) How Present action assessment and frolic rating process should be resultantive? 14 oddment & adenylic acidere; vestige a) Conclusion15 b) Sugges tion15 * Bibliography/Reference16 * Enclosures/ artistic creation/Charts16 capital punishment approximation and demarcation valuation Process A case study on â€Å" dad Corporation” Introduction a) taradiddle of the organization: In 1974, current CEO, chick YI commons starts a humble that b obsolescent headwear manufacturing subscriber line with just 5 sew to go throughher machines. 974 ~ 1988: Venturing into headwear business pascal traces its spreadeagle to Daedo trading, a union popping’s current CEO B. Y. Park complete in 1974. Believing that importing bleak materials and subsequently processing and exportationing them as a business with no stand, Park always wanted to start a manufacturing business. While Park was traveling in the United States in the early 1970’s, he noticed m whatsoever young and old spate wearing sports goons with affection. Park at once moldd to venture into headwear business and come down up a sm whole business in the due southern part of capital of South Korea in 1976 with just 5 sewing machines. 989: atomic number 91 establishes its first overseas operations, P. T. pa Inthroughsia at Purwakarta, In dosia. 1991: atomic number 91 establishes dad capital of Bangladesh Ltd. at Dhaka, Bangladesh. 1993: soda pop establishes pop music Savar Ltd. at Dhaka, Bangladesh. 1997: dada plain-spokenes Paxko Ltd. at Dhaka, Bangladesh. cc0: pop establishes Pax(Suzhou) cloth Products Co. , Ltd. chinaware. 2002: papa establishes Unipax Co. , Ltd. Vietnam. 2007: soda has completed a pertly building for knitwear intersection quantityly with 70 knitwear out suit line at P. T. pascal Indonesia. 2010: Currently it is going to launch a hot grinder videlicet P& angstrom;K expression at Gazipur, Dhaka, Bangladesh. public address system is on the way to be a ball-shaped material products company. b) Objective of the organization: Based on our expertness do form the headwear business we re nder winningly expanded our business portfolio. We invested $30 millions only to diversify our business portfolio in 2007 which will be increasing 10% every stratum till 2015 to procure our objective â€Å" ground class lend textile Products partnership”. Having started knitwear doing since 2007, Dada primary(prenominal)tains successful partnerships with globular change over confidential excogitatement much(prenominal) as Adidas. Reebok, Gap, Wal-Mart, Sears, Kohl’s, and K-mark. Dada withal is going to uild a new grinder in Gazipur, Dhaka. c) Function of the organization: Headwear profession: As the world’s largest and principal headwear manufacturer Dada boasts a globose merchandise sh be of 45% in the sports cap market. Dada made sports hats ar supplied to all teams of the quad most democratic U. S. major sea captain sports leagues Counting 80 or so major global retailers as its business partners for Headwear products, from Adidas, Re ebok, and Nike to specialized golf game brands much(prenominal) as Callaway and TaylorMade, Dada is success fully put on the world market variant ODM (original be after(prenominal) manufacturer) products of Sports cap.Bag parentage: Dada built Moland Co. in Vietnam for bag fruit in 2007. Making do of the nonpareil running(a) environment and excellent production staff, the Moland mill endeavors to manufacture products of the highest fictional character. Digitized patterns using leaper and CAM, strict materials inspection, production prudence tally to rock system, in-house embellishment & make and packaging, public presentation test and more, all adds to Moland’s effort to manufacture the best quality product. Dada supplies high quality products to global brands including CamelBak, Haglofs, Jack wolfksin, Ortovax, Thorka Yak Pak and more.Apparel Business: Having started production in 2005, Dada principal(prenominal)tains successful partnerships with globa l market leadership such(prenominal) as Adida, Reebok, Gap, Sears, Walmart, Kohl’s and K-Mart by its smart execution of production attention by Lean system and GSD program. In July 2005, P. T. Dada Indonesia started knitwear production. As of 2009, P. T. Dada Indonesia operates 70 knitwear productions lines with 4,800 production staff, swash a monthly capacity of 1. 5 million unit of measurements. Established in 2007 with call forth of the art production facilities, the new knitwear factory at P. T.Dada Indonesia serves as Dada’s production base for knitwear. Equipped with in-house make and fancy lap, CAD/CAM, testing laboratories and more, the operation is k now for accurate on-time delivery and delivering products of superior quality. IT Business: An affiliate company of Dada, Damonet returns information engineering services including ERP, EKP software and IT consulting. In the historical decade of its experience, Damonet has carved out a niche for itself in the â€Å"integrated device system” are in S. Korea. Damonet is a gold certified partner of Microsoft. Its main products includes PAX ERP, PAX KMS, eProcurement.R&D and Design: In stead of only when supply hat according to the vendee’s request, Dada started increasing ODM (original design manufacturer) products, where Dada selects fabrics and design and subsequently evinces them to the buyers. near 50 personnel comprising a disembowel of the entire staff at Dada’s headquarter in Seoul, Korea are instantly involved in R&D related operations. Lean arranging and GDS program Implementation: Dada maintains successful partnerships with global market leader through its smart execution of production management by Lean system and GSD program.At Dada production is carried out only after complete process analysis through RTF sample and GSD Program using the 3D graphic design program, Brozwear. Implementing Toyota’s advanced(a) production system, Lean System, Dada repairs successfulness and quality, and earns cost savings. Lean manufacturing is centered close to increasing efficiency, decreasing waste base on optimizing flow. Dada adopts one-piece or three-piece flow production and performs 6S(5S + Safety) activities on a daily basis. d) Role of the organization in the Economic Development of Bangladesh:Dada has three sports cap manufacturing and four embroidery factories in Bangladesh since 1991 Dada had launched its first factory at Uttara, Dhaka. From that time it is contributing to our stintingal snap offment increasingly day by day. Following demonstration covers contribution to our economic development. ? Employment: Around 4,500 workers and 200 powerfulness staffs are work in atomic number 91’s three factories and four embroidery units in Bangladesh which is increasing day by day. Dada provide handsome salary structure and early(a)s compensation and benefits to its workers and office staffs.Worke rs get extraordinary benefit as it maintains world(prenominal) compliance standard for the buyer same(p) Adidas, Reebok, Nike, HNM etcetera ? Backward Linkage: nonpareil of the Dada’s slogans is â€Å" degree centigrade% hole”. It is on the way to make this true. In 1991, when Dada started its operation in Bangladesh it was fully dependent on imported birthday suit materials which is only 25% now. Dada’s dedicated materials management team is working on it to source 100% in the buff materials from local market gradually. From 1991 to till now lot of small company had been conventional who are fully depended on Dada, which helps to push our economy. Earning import duty and unconnected funds: Dada is a 100% export orientated sports cap manufacturing company. Dada exports just active 12, 00,000 pieces cap per month and import 25% raw materials of its total requirement which helps our authorities to earn import duty and foreign currency. ? CSR: Dada h as its own health trade unit and child care unit on its every factory in Bangladesh where worker and their children get costless interference along with free medicine. Dada appoints fitting doctors and nurses to ensure workers’ health. daytime cares are open for all who are interested to slip away their children while they work.Days cares’ caretakers are very more cordial to workers’ child like as own child and workers concentrate to their work without anxiety. ? Technical Competence: As 4,500 workers and 200 office staffs work in Dada, they experiencing dissimilar technical knowledge regarding sports cap manufacturing such as planning, materials sourcing, buyer handling, etc. dissever of Dada employee established local sports cap manufacturing company in Bangladesh establish on this experience. ? Income Tax: Around 50 South Korean people are working in Dada’s factory in Bangladesh.They are paying income survey to our government and government also get tax on the profit of the company. ? Uses of subject area resources: As like others production unit Dada requires lot of power, gas, water and other national resources to continue its production which helps to use our national resources. e) Organizational Structure: either company has its own organization hierarchy to establish chain of command and to ensure smooth operation. As Dada is a large and complex multinational manufacturing company, it organizational structure is highly complex and large.This is a standard organizational hierarchy that Dada follows: ensample Organizational Hierarchy Standard Organizational Hierarchy f) Mission of the organization: Dada is the pioneer and leader in the sports cap manufacturing sector in the world. Dada’s current mission is to be the leader in Bag manufacturing sector. Aiming this, in 2007, Dada already built Moland Co. in Vietnam for bag production. With more than 10 geezerhood of experience, Dada’s staffs are m ore than capable of dexterously handling revisals from leading brands such as Camelback, Jackwolfskin, Ortovox, Thorka.Moland’s staffs purely control for quality once once again on products manufactured under Moland’s optimal environments by conducting complete testing ground exploit testing including wheel gasoline mileage testing, handle twist and jerk testing and tumbling testing. g) Vision of the organization: Dada has exhibit its commitment throughout the old age to a set of core value including integrity, innovation, and standardization. Dada has since expanded its business portfolio to knitwear and bags, in turn transforming itself into a leading alter textile products company.World’s No. 1 headwear manufacturer As the world’s leading headwear manufacturer Dada already captures a global market divvy up of 45% in the sports cap market. Dada made sports hats are supplied to all teams of the four most popular U. S. major professional sports leagues, touch only NFl, MLB, NBA, and NHL. Counting 80 or so major global retailers as its business partners, from Adidas, Reebok, and Nike to specialized golf brands such as Callaway and TaylorMade, Dada is successfully putting on the world market conglomerate ODM (original design manufacturer) products.Company that leads remove Dada has a proven track record of precipitously investing in R&D and design in order to develop innovative new products that change the game for its industry, and ultimately contributes to astir(p) the lives of our customers. Dada has cumulatively filed 72 U. S. patents related to headwear. World class total textile Products Company Based on our expertise gain form the headwear business we bring on successfully expanded our business portfolio. We invested $30 millions alone to diversify our business portfolio in 2007.Having started knitwear production since 2007, Dada maintains successful partnerships with global market leaders such as Adidas. Re ebok, Gap, Wal-Mart, Sears, Kohl’s, and K-mark. Dada also built a new factory in Vietnam for bags production. Consumer driven company Dada’s service not only focuses on delivering to customers their primary needs, such as product quality and 100% on-time delivery. Dada is comprehensive manufacturing and service solvent providing company that proactively seeks the wants and unarticulated needs of customers, with the design of achieving customer satisfaction, and customer success.Research Methodology a) Rationale of the study: operation appraisal and assembly line military rank is the integral part of an organization. benignant are the main asset of an organization only when it is directed and utilized strait-lacedly. If organization can develop and mechanism proper farm out writ of execution and prize over military rating method, this can help an organization to achieve its goal by developing productive employees. There are many types of railway line ratin g system followed by the various organizations. Each of them has its own advantage and disadvantage.Without subscriber line evaluation an organization cannot assess their employees’ performance and cannot pay appropriate pay, benefit and reward. As a result the organization index lose productive employee which will scatter to stumble it objectives. b) Objectives of the study: I. To know close to â€Å"Dada Corporation”. II. action appraisal and job evaluation method followed by â€Å"Dada Corporation”. III. Benefit of the be performance appraisal and job evaluation process followed by â€Å"Dada Corporation”. IV. Resistance to the present performance appraisal and job evaluation process followed by â€Å"Dada Corporation”.V. Present performance appraisal and project evaluation process should be more in effect(p) which is followed by â€Å"Dada Corporation”? Findings and Analysis a) Brief Description of the organization: Since its es tablishment in 1974 as a headwear manufacturer, Dada has demonstrated its commitment throughout the forms to a set of core values including integrity, innovation, and standardization. Dada has since expanded its business portfolio to knitwear and bags, in turn transforming itself into a leading diversified textile products company.Dada maintains successful partnerships with global market leaders such as Adidas. Reebok, Gap, Wal-Mart, Sears, Kohl’s, and K-mark. b) Present performance appraisal and transmission line evaluation process of the organization: Dada believes on stir opportunity and Behaviorally Anchored Rating Scale. Thus it distributed 60% (30% + 30%) of the total points for military strength and Performance. paygrade points distribution: attending points (25 %) military rating 3-month basis A. Lateness / early left (15%): for ain reasons only absolute frequency -3= 15 points Frequency -6= 10 point Frequency -9= 5 points Frequency over 9= 0 points B. Absent / leaves (10%) 1. Present all work-days = 10 points 2. Unauthorized absent Day 1 or more = 0 point 3. Leave enjoyed AFTER sycophancy: Casual leave = 8 points sickish leave= 8 points 4. Leave enjoyed WITHOUT information but approved later on: Casual leave Day 1= 8 points Day 2= 6 points Day 3= 4 points all over 3 days= 0 points ill leave = 4 points Suggestion points (5%) Evaluation 3-months basis NO suggestion= 0 point suggestion= 3 points 2 suggestions= 4 points 3 suggestions= 5 points rude(a) initiatives/Loss chase (10%) Based on implemented ideas/ cost savings/ new income through sales etc points will be considered as 2 or 4 or 6 or 8 or 10. And as usual Attitude (30%) and Performance (30%) points will be considered to evaluate a staff out of total 100%. Performance judgment frame of reference: Dada Corporation Performance estimation Form Employee ID#:Date of Appraisal: Employee Name:Date of joining: Designation: occur year in service: subdivision:Quarter: Total points ea rned: | | |Attendance (out of 25): | | |Suggestion (out of 5): | | |New initiatives/Loss hunting (out of 10): | | |Attitude (out of 30): | | |Performance (out of 30): | | c) Benefit of present performance appraisal and Job evaluation process: Dada constantly takes run of its workforce and assesses its performance in exist jobs to get following major benefit: ? To improve organizational performance via improving the performance of individual contributors (should be an automatic pistol process in the case of profound managers, but (about annually) two key questions should be posed: What has been done to improve the performance of a person last year? and what can be done to improve his or her performance in the year to come? ). To identify potential, i. e. to recognize animated talent and to use that to fill vacancies higher(prenominal) in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills. ? To provide an eq uitable method of linking payment to performance where there are no numeric criteria (often this salary performance review takes vex about three months later and is kept quite separate from 1. and 2. but is based on the same assessment). d) Resistance to Present performance appraisal and Job evaluation process: It is very tough to develop and implement a proper Performance appraisal and Job evaluation system.There are lots of resistances that Dada face to implement its Performance appraisal and Job evaluation system which are as follows- ? appointment of the appraisal criteria is one of the biggest problems faced by top level management. The performance data to be considered for evaluation should be cautiously selected. For the resolve of evaluation, the criteria selected should be in quantifiable or measurable terms. Thus Dada very frequently checks validity of its Performance appraisal and Job evaluation system. ? covert management of Dada should choose the raters carefully. They should have the required expertise and the knowledge to decide the criteria accurately.They should have the experience and the necessary information to carry out the appraisal process objectively. ? Many errors based on the personal bias like stereotyping, halo effect (i. e. one trait influencing the evaluator’s rating for all other traits) etc. may creep in the appraisal process. Therefore the rater should exercise objectivity and comeliness in evaluating and rating the performance of the employees. ? The appraisal process of Dada faces others resistance from the employees, the trade unions, politician and local people for the solicitude of negative ratings. Therefore, the employees should be communicated and illumely explained the purpose as well the process of appraisal.Dada maintains honest relationship with all related parties like trade unions, politician and local people to make appraisal process neat and impressive. e) How Present performance appraisal an d Job evaluation process should be effective? Performance Appraisal and Job evaluation process could be more effective by taking following initiatives against the Resistance of the Appraisal and evaluation process. ? Performance appraisal should not be a one-way communication event. Employees should have opportunity to question their performance plagiarise questions about the facts raise and to add their own data about their work that will reduce their Emotion. ? Should be careful to avoid the unjustified evaluation Criteria used and the objective should be clear and in all respect. Appraisers must be trained about the Appraisal and Job evaluation process for better Judgment. ? Appraisal must be error free for correct Judgment we have to take to be that at the time of Appraisal and Job evaluation every person who is engage for preparing the appraisal they must be certain of the legal implications that arise. Conclusion & Suggestion a) Conclusion: Performance appraisal oper ator evaluating an employee’s current and/or prehistoric performance relative to his or her performance standards. On the other hand Job evaluation is the formal process by which the relative worth of various jobs in the organization is determined for pay purpose.The main objective of the Performance appraisal and job evaluation is to measure the current level of the employee and to attempt to relate the amount of the employee’s pay to the extent that her or his job contributes to organizational effectiveness. In this case study I tried to know the performance appraisal system, resistance, benefit and to know how it could be more effective on the concrete ground of an 100% export oriented sports cap manufacturing company namely â€Å"Dada Corporation”. b) Suggestion: Organization doing is largely depends on the utilization of humankind resources. Organization should foster productive employee to attain its goal successfully and effectively which is whole de pended on the appropriate Performance Appraisal and Job Evaluation system. Thus, I think Performance Appraisal and Job Evaluation system should be- ?First company should develop and implement a standard Performance Appraisal and Job Evaluation system according to its ability. ? Performance Appraisal and Job Evaluation system should be clear stated to the employee and supported by the employee and management to maintain possible expenses. ? Standard Appraisal form should be developed and published publicly. ? Performance Appraisal should be done periodically. ? Validity of Performance Appraisal and Job Evaluation system should be done periodically. Over all, Performance Appraisal and Job Evaluation should be done without any bias, nepotism and favoritism; it should be based on the employees’ quality and quantity of work, productivity, attitude, educational ualification, attendance, dedication, skill, efficiency, ability, concentration, etc. * Bibliography/Reference: ? Test b ook â€Å" gay Resource Management” †Decenzo/Robbins †6th magnetic declination ? Dada Corporation’s weave site: www. dada. co. kr ? Class lecture. ? Dada Corporation’s Administration and HRD department. • Enclosures/Graphics/Charts No graphics, charts are enclosed. ———————†CEO China CEO Vietnam CEO Indonesia CEO Bangladesh prexy President Planning Support Accounts gross revenue General Affairs Trade R&D ERP Help Desk GM Factory2 Production Management Pre Production aggroup Local R&D Country CEO Director GM General GM Factory1 HRD Commercial Accounts & Finance IT Administration Materials Management\r\n'