Employee Metrics For Managers
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Employee Metrics For Managers
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Author : Nathan Carbone
language : en
Publisher: Lulu.com
Release Date : 2013-10-05
Employee Metrics For Managers written by Nathan Carbone and has been published by Lulu.com this book supported file pdf, txt, epub, kindle and other format this book has been release on 2013-10-05 with Business & Economics categories.
A handbook with over 70 employee metrics for the entire employee life-cycle including attraction, develop & motivate, retention and productivity - all designed to improve profitability. Each metric has the definition, calculation, chart and analysis.
Performance Management
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Author : Richard Luecke
language : en
Publisher: Harvard Business Press
Release Date : 2006
Performance Management written by Richard Luecke and has been published by Harvard Business Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 2006 with Business & Economics categories.
'Performance Management' will help managers use informal performance assessments and feedback as part of their regular interactions with employees. Readers will learn to prepare for a formal performance meeting with a direct report, document a performance meeting, and create a development plan with the employee.
Performance Metrics
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Author : Duke Okes
language : en
Publisher: Quality Press
Release Date : 2013-01-21
Performance Metrics written by Duke Okes and has been published by Quality Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 2013-01-21 with Business & Economics categories.
Which performance measures should you use? The obvious answer is that it depends on what you want to achieve, which someone else should never define for you. After all, it is your organization, your department, or your process. But once you are clear about what you want to accomplish, how do you sort through a variety of possible metrics and decide which are best? Then, given the list of metrics you believe are useful or necessary, how do you define them in more detail to ensure that the right data are gathered at the appropriate frequency and that the resulting information gets to the right people so that they can make proper decisions? This book provides a clarifying perspective for those who know that metrics need to be developed but are unsure as to the steps to follow in developing and deploying them. It focuses on making sure that the metrics selected will guide people and processes in the direction the organization wants to go, and allow continual evaluation of success. Every highly effective organization is unique in some strategic way, and the metrics used should reflect these differences. Studying high performers can be useful from a learning standpoint, but simply adopting what someone else is doing is likely to take you off your track and put you on theirs. The concepts in this book will put you on the correct track and give you the tools to stay on it.
Measuring Organizational Performance
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Author : Robert B. Carton
language : en
Publisher: Edward Elgar Publishing
Release Date : 2006-01-01
Measuring Organizational Performance written by Robert B. Carton and has been published by Edward Elgar Publishing this book supported file pdf, txt, epub, kindle and other format this book has been release on 2006-01-01 with Business & Economics categories.
This exciting and innovative book will find its audience in researchers and scholars at many levels of academe in the fields of entrepreneurship and strategic management, organizational theory and accounting, and finance.
Marketing Metrics
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Author : Paul W. Farris
language : en
Publisher: FT Press
Release Date : 2021-07-27
Marketing Metrics written by Paul W. Farris and has been published by FT Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 2021-07-27 with Business & Economics categories.
Now updated with new techniques and even more practical insights, this is the definitive guide to today’s most valuable marketing metrics. Four leading marketing researchers help you choose the right metrics for every challenge, and use models and dashboards to translate numbers into real management insight. Marketing Metrics: The Manager’s Guide to Measuring Marketing Performance, Third Edition now contains: Important new coverage of intangible assets A rigorous and practical discussion of quantifying the value of information More detail on measuring brand equity A complete separate chapter on web, SEM, mobile, and "digital" metrics Practical linkages to Excel, showing how to use functions and Excel Solver to analyze marketing metrics An up-to-date survey of free metrics available from Google and elsewhere Expanded coverage of methodologies for quantifying marketing ROI The authors show how to use marketing dashboards to view market dynamics from multiple perspectives, maximize accuracy, and "triangulate" to optimal solutions. You’ll discover high-value metrics for virtually every facet of marketing: promotional strategy, advertising, and distribution; customer perceptions; market share; competitors’ power; margins and pricing; products and portfolios; customer profitability; sales forces, channels, and more. For every metric, the authors present real-world pros, cons, and tradeoffs — and help you understand what the numbers really mean. Last but not least, they show you how to build comprehensive models to support planning — and optimize every marketing decision you make. Marketing Metrics, Third Edition will be invaluable to all marketing executives, practitioners, analysts, consultants, and advanced students interested in quantifying marketing performance.
Human Resource Development Successful Elements
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Author : Johnny Ch Lok
language : en
Publisher: Independently Published
Release Date : 2019-03-08
Human Resource Development Successful Elements written by Johnny Ch Lok and has been published by Independently Published this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-03-08 with Business & Economics categories.
Performance management strategy of performance metrics are a powerful toole of organizational change. It can measure organizational performance really. Companies define objectives, establish goals, measure progress, reward achievement, and diplay the results for all productivity. Executives can use performance metrics to define and communicate strategic objectives tailores to every individual and role in the organization. Managers can ue them to identify underforming individuals or teams and guide them and employees can use performance metrics to focus on what is important and help them achieve goald defined in their personal performance plans.But wrong metrics can have unintended consequences: They can threaten to prolong on organizational processes, demoralize employees and undermine productivity and service levels. If the metrics do not accurately translate the company's strategy and goals into real useful actions that employees can take on a daily basis. Employees will work hard but have nothing to show for their efforts, everyone will feel tired and frustrated, also the company will be efficient but ineffective.Performance metrics are a criticial ingredient of performance management, performance management has a four steps cycle involves strategize misson, value, goals, objectives, incentives, strategy maps. Then, it needs to plan budgets, forcasts, models, targets. Next, it needs to monitor / analyze performance report, analytical tools. Finally, it needs to adjust or make action to assess, decide and track in execution step.A performance metrics measurement tool can fasten the business, distill an organization's strategy to serve its stakeholders, linking strategy to processes. A performance metrics can give visual information delivery system that lets users measure, monitor, and manage the effectiveness of their tactics and their progress toward achieving strategic objectives . Collecting, a performance metrics measurement tool enable users to idenitfy problems and opportunities, taken action and adjust plans and goals as needed.What is key performance indicator (KPI) components? The only difference between a metric and KPA is that a KPI is a strategic objective and measures performance against a goal. KPI is a strategic objective, KPI measure performance against specific targets. Targets are defined in strategic planning, or budget sessions and can take different forms, e.g. achievement, reduction, absolute zero, tagets have ranges of peformance, e.g. above on, or below target. Targets are assigned time frame by which they must be accomplished. Time frame is often divided into smaller intervals, targets are measured against a baseline or benchmark. The previous year's results often serv as a benchmark.The goals associated with KPIs are known as targets because they specify a measurble outcome rather then a conceptual destination. Ideally, executives, managers and workers collectively set targets during strategic planning or budget discussions.In performance management view point, target can be defined five types: Achievement means performance should reach or exceed the target. Anything over the target is valuable but not required, e.g. revenue and satisfaction. Reduction means performance should reach or be lower than the targe. Anything less than the target is valubale, but not required, e.g. absolute means performance should equal the target. Anything above or below is not good, e.g. in-stock percentage and on time delivery. Minimum/maximum means performance should be within a range of value. Anything above or below the range is not good, e.g. mean time between repairs, zero means performance should equal zero, which is the minimum value possible, e.g. employee injuries and product defects. All above these target will be key performance indicator performance tool
Actionable Performance Measurement
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Author : Marvin T. Howell
language : en
Publisher: Quality Press
Release Date : 2005-06-30
Actionable Performance Measurement written by Marvin T. Howell and has been published by Quality Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 2005-06-30 with Mathematics categories.
Measurement is absolutely essential for any organization or company, functional area, department, business unit, project, or individual. Companies must know how their processes are performing, how well they are meeting customers’ needs, how targeted improvements are being achieved, and how management is doing. Accurate performance measures tell companies where they are, and to take action if they are not on track or if performance does not meet expectations.Actionable Performance Measurement presents many different methods to help readers develop metrics and performance measures. To aid in corporate measures development and strategic, tactical and/or business planning, a quick and effective method of identifying specific key results areas is outlined and explained. Both customer and employee focuses are presented: how to measure each, and how to develop good surveys. In addition, Howell explains several methods for setting realistic-but-stretch targets, as well as a technique for measuring “apples and oranges.”Readers will be able to measure employee and customer satisfaction, and be prepared to capably lead or be a member of a corporate or business unit measurement team to assess existing performance indicators effectiveness.Included is a student workbook to be used as a teaching tool in conjunction with the books.
Human Resource Functions To Organizations
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Author : Johnny Ch LOK
language : en
Publisher:
Release Date : 2021-07-03
Human Resource Functions To Organizations written by Johnny Ch LOK and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2021-07-03 with categories.
What is key performance indicator (KPI) components? Performance management strategy of performance metrics are a powerful toole of organizational change. It can measure organizational performance really. Companies define objectives , establish goals, measure progress, reward achievement, and diplay the results for all productivity. Executives can use performance metrics to define and communicate strategic objectives tailores to every individual and role in the organization. Managers can ue them to identify underforming individuals or teams and guide them and employees can use performance metrics to focus on what is important and help them achieve goald defined in their personal performance plans. But wrong metrics can have unintended consequences: They can threaten to prolong on organizational processes, demoralize employees and undermine productivity and service levels. If the metrics do not accurately translate the company's strategy and goals into real useful actions that employees can take on a daily basis. Employees will work hard but have nothing to show for their efforts, everyone will feel tired and frustrated, also the company will be efficient but ineffective. Performance metrics are a criticial ingredient of performance management, performance management has a four steps cycle involves strategic misson, value, goals, objectives, incentives, strategy maps. Then, it needs to plan budgets, forcasts, models, targets. Next , it needs to monitor / analyze performance report, analytical tools. Finally, it needs to adjust or make action to assess, decide and track in execution step. A performance metrics measurement tool can fasten the business, distill an organization's strategy to serve its stakeholders,linking strategy to processes. A performance metrics can give visual information delivery system that lets users measure, monitor, and manage the effectiveness of their tactics and their progress toward achieving strategic objectives . Collecting , a performance metrics measurement tool enable users to idenitfy problems and opportunities, taken action and adjust plans and goals as needed. What is key performance indicator (KPI) components? The only difference between a metric and KPA is that a KPI is a strategic objective and measures performance against a goal. KPI is a strategic objective , KPI measure performance against specific targets. Targets are defined in strategic planning, or budget sessions and can take different forms , e.g. achievement, reduction, absolute zero, tagets have ranges of peformance, e.g. above on, or below target. Targets are assigned time frame by which they must be accomplished. Time frame is often divided into smaller intervals, targets are measured against a baseline or benchmark. The previous year's results often serves as a benchmark. The goals associated with KPIs are known as targets because they specify a measurble outcome rather then a conceptual destination. Ideally, executives, managers and workers collectively set targets during strategic planning or budget discussions. In performance management view point, target can be defined five types: Achievement means performance should reach or exceed the target. Anything over the target is valuable but not required, e.g. revenue and satisfaction. Reduction means performance should reach or be lower than the target. Anything less than the target is valuable, but not required, e.g. absolute means performance should equal the target. Anything above or below is not good, e.g. in-stock percentage and on time delivery.
Performance Dashboards
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Author : Wayne W. Eckerson
language : en
Publisher: John Wiley & Sons
Release Date : 2010-11-09
Performance Dashboards written by Wayne W. Eckerson and has been published by John Wiley & Sons this book supported file pdf, txt, epub, kindle and other format this book has been release on 2010-11-09 with Business & Economics categories.
Tips, techniques, and trends on harnessing dashboard technology to optimize business performance In Performance Dashboards, Second Edition, author Wayne Eckerson explains what dashboards are, where they can be used, and why they are important to measuring and managing performance. As Director of Research for The Data Warehousing Institute, a worldwide association of business intelligence professionals, Eckerson interviewed dozens of organizations that have built various types of performance dashboards in different industries and lines of business. Their practical insights explore how you can effectively turbo-charge performance–management initiatives with dashboard technology. Includes all-new case studies, industry research, news chapters on "Architecting Performance Dashboards" and "Launching and Managing the Project" and updated information on designing KPIs, designing dashboard displays, integrating dashboards, and types of dashboards. Provides a solid foundation for understanding performance dashboards, business intelligence, and performance management Addresses the next generation of performance dashboards, such as Mashboards and Visual Discovery tools, and including new techniques for designing dashboards and developing key performance indicators Offers guidance on how to incorporate predictive analytics, what-if modeling, collaboration, and advanced visualization techniques This updated book, which is 75% rewritten, provides a foundation for understanding performance dashboards, business intelligence, and performance management to optimize performance and accelerate results.
Hr Metrics
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Author : Gregory John Lee
language : en
Publisher: KR Publishing
Release Date : 2011-02
Hr Metrics written by Gregory John Lee and has been published by KR Publishing this book supported file pdf, txt, epub, kindle and other format this book has been release on 2011-02 with Fiction categories.
Human Resource Metrics teaches practitioners and managers a wide range of strategic, quantitative and financial tools for assessing requirements and issues in HR. Strategic tools include broader frameworks for assessing organisational HR, such as the analysis of organisational architecture as an HR tool, process analysis and mapping for performance, and how to decide whether to outsource or externalise work in other ways. Quantitative tools include: HR data issues such as analysing HR databases, forecasting for HR, assessing employee turnover and absenteeism, assessing incentive plan set-up, and the like. Financial, Return on Investment, Economic Value Added and the like, applied to HR situations. This is the first book to approach the analysis of human resources from such a multi-dimensional aspect as well as the first to use a practical, hand-on and step-by-step approach: the book teaches the 'how to' of each technique in a step-by-step manner, including a wide variety of MS Excel examples and practice datasets. HR Metrics is divided into five parts: Part I outlines the nature of HRM and the links between HR and performance. Part II introduces basic skills needed for human resource data analysis. Part III includes specific topics for the acquisition and maintenance of talent. Part IV looks at the design and analysis of compensation systems. Part V covers topics in HR financial analysis.