Hi,
Thanks for your post.
In order to measure the performance of your manpower supply contractor I advise to begin by setting objectives and expectations from them, and linking those to strategic objectives.
Let’s look at a hypothetical example:
Company A has as strategic objectives to improve workforce performance, especially in terms of technical ability – as this is linked with the company becoming more successful through the technical knowledge of its workforce (many factors fall under here such as time saved, money saved, information sources etc.)
Company A also aims to cut staff costs due to restriction in budget.
As company A uses a manpower supply contractor for a large part of their manpower, the two strategic objectives will directly become the objectives expected of the manpower supply company.
Therefore, quarterly or annually, Company A will measure the manpower supply contractor’s performance in relation to those 2 objectives.
KPIs could include Reduction in Manpower costs, % of Employees who scored higher in technological ability in appraisal reports, Increased revenue due to employees’ technological knowledge improvement etc.
In order to bring benefits, the KPIs should be part of a larger performance analysis, where it all fits in and brings knowledge for strategic decision making.
Oana Boteanu | + | July 6, 2013 at 5:40 pm
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