PERFORMANCE MANAGEMENT DATA ANALYSIS AND REPORTING
Most organizations have Key Performance Indicators at corporate, departmental and employee level that are either not meaningful or not result oriented. If your organization has a KPIs such as ‘’policy framework developed’’, ‘’training conducted’’, ‘’regulations reviewed’’ or ‘’number of employees recruited’’, then we must be frank: you are measuring the wrong things! Other organizations have good indicators, but lack the discipline and consistency required to gather data, analyze it and objectively use it for decision making. Other organizations are stuck to old traditional appraisal systems that are employee-supervisor based; highly subjective and only used to reward or punish based on employee-supervisor work relationships. As such, employee development, promotion, and even placement is neither objective nor data-driven. Tracking and using performance measurement data helps streamline promotions, target needs-based and value adding training interventions, improve employee engagement. Any organization that ignores employee performance data analytics misses out on opportunities to improve productivity, growth and work more strategically. What employee performance data do you keep and track? How does your organization analyze and use employee performance management data? What is the return on investment for each employee you train? Given the performance of your employee, what is his/her payback period?