The results of each employee's work are compared with the results that should be. Before starting to analyze a person's work, they are told what tasks they must complete. Performance is calculated in the amount of goods sold per month, finished projects or concluded deals.
Evaluation of staff performance
Key performance indicators (KPIs) are expressed as percentages:
sales of products to the number of accepted applications;
the number of subsequent customer requests to the total number indicated in the database;
results to expenses.
To perform a KPI performance overseas chinese in usa data analysis, you need to create a table with two columns. In the first, indicate the evaluation criteria (quantitative/qualitative, individual/team). The second column is reserved for the competencies that are specified for a specific position. The specialist conducting the evaluation evaluates each indicator either 0 or 1. Each line should ultimately have a value of 1.
The effectiveness of KPI indicators is divided into three types:
Base – the starting point of the report.
Normal - it must be completed regardless of the conditions.
Target or ideal – this should be the goal of every employee.
The evaluation of KPI indicators, as well as personnel efficiency, occurs closer to the end of the reporting period. For this, a 100-point scale is used. To measure quantitative indicators, a metric system is used. To calculate the result of a specific employee, there is a formula:
Result in percentage = (Actual data minus base KPI / Norm minus base) × 100%
As a result, you can find out whether the employee has done the required amount of work or even more. Efficiency is considered high if the KPI is above 100%. If the value is less than 100%, it can be said that the staff's work is ineffective.
Each organization has its own evaluation criteria, since they are directly influenced by the specifics of the company's activities.
Read also!
"Marketing Department KPI: 11 indicators and calculation example"
Read more
Methods of personnel performance assessment
Evaluation of personnel performance is carried out using methods that are divided according to the direction and method of evaluation.
Quality
In other words, descriptive. They include:
Matrix method , in which an employee's performance is compared with the ideal result established for his position.
Analysis of the performance of duties . Here it is necessary to find out how well a person does his job.
The system of arbitrary characteristics, or the method of extremes . The specialist conducting the assessment indicates the employee's achievements and failures in the form of a list, after which he comes to a conclusion about his professional suitability.
"360 degrees" is characterized by the fact that the subordinate is assessed by his colleagues, the boss and himself. The necessary information can be obtained using a questionnaire, which contains questions divided into blocks and affecting the employee's activities.
A group discussion in which the employee's performance is discussed during a direct conversation with management and experts. This method will allow you to see how stress-resistant the subordinate is, how he communicates with colleagues and managers. During this conversation, each party can ask que