Thank you for your request.
A great tool to measure employee performance is by measuring whether they have achieved the goals/tasks set. You can do so over given time period, such as one month, one quarter or even annually. You may benefit the most from monthly measurement, as it allows you to take action in case the results are not as desired.
Here are a few KPI examples:
% Goals Achieved vs. Goals Set
Here you can take into account the goals/tasks you set for you preparation team in one month and measure whether they have achieved them. If you don’t have a tracking system in place, you may benefit from incorporating one. This way you can make valid measurements for your employees’ performance.
Goals achieved/ Goals set x 100
% Tasks completed on time or Deadlines Met
Tasks completed on time/ Total number of tasks x 100
Man-Hour (equivalent) per Task
Here you can measure how much one employee is achieving in one hour.
See how we used this KPI in manufacturing, with examples:
In a nutshell, measuring performance is like project management. You define the goals, and how you are going to achieve them, and then you measure if everything worked as planned.
I hope this helps. Please feel free to post a comment with more details and we are happy to offer you further support.
Oana Boteanu | + | January 9, 2013 at 5:26 am
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