Performance metrics reflect an employee’s effectiveness and contribution towards organizational goals, which are determined by taking into account measurable indicators derived from job roles and workflows.
The Performance appraisal indicators are the basic elements of performance appraisal, and the formulation of effective performance appraisal indicators is the guarantee for the success of performance appraisal, so it has also become the central link of establishing a performance appraisal system and has also become the most concerned issue for enterprise managers and managers. Let’s talk about how to determine performance measurement indicators.
Analysing job properties
Job analysis (job analysis).
According to the purpose of the assessment, the work content and nature of the position of the subject of assessment and the conditions for completing these tasks are studied and analyzed, so as to understand the goals that the person being evaluated should achieve in the position, the working methods adopted, etc., and preliminarily determine the elements of performance appraisal.
Workflow analysis.
Performance metrics must be grasped from the process. According to the role and responsibility of the subject in the process and the relationship with upstream and downstream, the performance indicators of the measured work are determined. In addition, if there are problems with the process, the process should be optimized or reorganized.
Performance characteristics analysis.
You can use the icon to mark the performance characteristics of each indicator element, according to the degree of assessment needs to be graded, such as can be according to the five levels of assessment must be assessed, very need to be assessed, need to be assessed, need to be assessed low, almost no need to assess the above indicator elements, and then according to the principle of less and refined according to different weights to select.
Theoretical verification.
According to the basic principles and principles of performance appraisal. The designed performance appraisal element indicators are verified, to ensure that they can effectively and reliably reflect the performance characteristics, and assessment purpose requirements of the assessed.
The element survey to determine the indicators.
According to the elements preliminarily identified by the above-mentioned layout. A variety of flexible methods can be used to conduct element investigation and finally determine the performance evaluation index system.
When conducting factor surveys and determining the indicator system, several methods are often combined to make the indicator system more accurate, perfect, and reliable.
Revision.
In order to rationalize the identified indicators, they should also be revised. There are two types of revisions. One is revision before assessment.
Through the expert survey method. The determined evaluation indicators are submitted to leaders, expert meetings, and consultants to solicit opinions. The performance evaluation index system is revised, supplemented and improved. The other is revision after assessment.
It will be revised according to the situation of the assessment. The effect after the application of the assessment results. So that the assessment index system is more ideal and perfect.