Managing the performance of the company (managing company performance) effectively is probably one of the key tips for business towards an increasingly looming. In this context, the development of key performance indicators more systematically perceived as needs are almost inevitable.
Key performance indicators (KPI or often abbreviated) is the essential element in the process of performance management of each company. KPI itself is a series of key indicators that are measurable, and provide information to us how far we managed to achieve the performance targets imposed on us.
There are a number of important records that must be considered whenever possible we want to implement employee performance management system based KPI. Here we will discuss three record.
Note that the first, admittedly not easy to identify the KPI (key performance indicators) are appropriate for each position. There are a number of positions that are easy to set KPI, such as in marketing, sales or production parts. But it is rather difficult to develop KPI people in support or administration. KPIs such as what is appropriate for a secretary (the number to the superior smile of the day or the number of errors in the way the boss sets the agenda).
Ideally, each company could put together such a KPI Catalog for all positions in it (I already have this KPI is preparing a detailed catalog for all positions in the company, and when completed, may be published free of charge via this blog). For example, the KPI for sales / marketing course sales volume, or number of visits to prospects, or brand image index, and the like. For HR, KPI common examples such as the duration of the recruitment process, employee turnover, employee satisfaction scores, or levels of employee productivity.
Note the second, actually that is not less important is the achievement of set KPI monitoring system. Many companies have set KPI quite well but stalled in the middle of the road due to lack of support and good monitoring systems. For example, the company already has a KPI score of satisfaction of employees, but they do not have the tools to measure it.
Or another example, the KPI of IT has an average duration of desktop improvements, but they do not have a monitoring chart to record how long the average of their improvement process. Take another example, a section has a KPI on the number of customer complaints can be resolved completely, but then forgot to develop a mechanism to measure the process. Or even the definition and criteria "thoroughly settled" is also no explanation as to what.
The above example shows the importance of monitoring and support systems for the realization of the data documenting the KPI. Only with the support of monitoring schemes, the achievement of KPI every month or every quarter can be managed and controlled to the optimum.
Third record without a good monitoring system, development of performance could eventually lead to what I call sebegai "KPI Gaming". KPI or a game. And are usually susceptible to gaming on the parts or administrative support functions. KPI dimension should be recognized for this section is usually boils down to two things: the accuracy of the preparation of reports (such as financial reports, personnel administration, data sales, or accounting reports) and timeliness of the preparation of reports.
Well there is no monitoring system is neat, data KPI achievement of two things must be filled with the simple. As a result, the achievement of KPI that is often seen their data tend to always be "good" (eg is always 100% accuracy, and timeliness are always declared on time, but the timeliness of their own criteria they may not have a standard default). If this happens (and I often see it), then the KPI score of the support and administration always tends to be high (the average is always above 95!).
Thus, a three brief notes about the process-based application performance management KPI (key performance indicators). I think if the three elements above can be examined, treated and then managed to survive, then of course this will contribute significantly to the improvement of business performance.
You can not manage what can not be measured. So if your job can not be measured properly (through IEC), may be a sign of an organization or office is not managed properly.