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在制造业，很多企业都已经导入了 KPI、系统、流程和报表，但依然面临同样的问题：员工很忙，却不知道自己在忙什么；管理层有方向，但团队跟不上；系统很多，但真正的执行力不足。 这正是 Performance Management System（绩效管理系统） 在制造业中最容易被“误解”的地方。真正有效的 Performance Management System，不只是一个系统或一套指标，而是一套 把“方向、人心与执行”连在一起的整体机制。 这一点，在 KYM Holdings Berhad 的实践中，体现得非常清楚。 作为一家拥有 4,000 多名员工的大型制造集团，KYM Holdings Berhad 在导入 sandmerit KPI 123 的 第二阶段：团队建设与对齐 KPI 工作坊 后，展现了一个非常重要的讯息：绩效管理的核心，不是管理数字，而是管理“相信”。 制造业常见的 Performance Management System 困境 在许多制造企业中，Performance Management System 往往呈现出以下状况： 久而久之，KPI 会被视为“老板的工具”，而不是“团队的指南针”。员工不是不努力，而是不知道 为什么要努力、往哪里努力。 这正是 sandmerit KPI 123 第二阶段存在的意义。 sandmerit KPI 123：马来西亚独一无二的 Performance Management System 方案 目前在马来西亚，sandmerit […]

In large manufacturing organisations, performance challenges rarely come from a lack of systems. Most companies already track output, efficiency, quality, and cost. The real challenge lies elsewhere — in belief, alignment, and motivation. This is why a Performance Management System must do more than measure results. It must inspire people to move in the same

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Manufacturing is one of the most demanding industries when it comes to execution discipline. Machines can be upgraded, processes can be improved, but without a structured performance management system, even the best factories struggle to sustain productivity, quality, and profitability over time. Many manufacturing companies still rely on experience, manual tracking, and fragmented Excel files

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