Watch a video Click here for a video link to Jen D'Amore from About.com, explains all about Key Performance Indicators and how to use and implement them to accomplish tasks and motivate employees. She explains how KPI's help an organisation define and measure progress toward its goals. This topic follows on to the next topic covering S.M.A.R.T. KPI's . S.M.A.R.T. KPI'S The acronym S.M.A.R.T is often used to describe KPIs. We covered S.M.A.R.T earlier in Topic 2 under Setting team objectives and goals. Successful KPIs follow the S.M.A.R.T criteria: Specific KPIs need to be specific to the individual job and if possible expressed as statements of actual on-the-job behaviours. For example, a KPI should: explain clearly to the employee what he/she has to do in terms of performance to be successful have an impact on successful job performance, that is distinguishing between effective performance and ineffective performance focus on the behaviour itself, rather than personality attibutes such as to customers’. ‘attitude such as 'work quality', and 'job knowledge' are too vague to be of much use.
Watch a video Click here for a video link to Jen D'Amore from About.com, explains all about Key Performance Indicators and how to use and implement them to accomplish tasks and motivate employees. She explains how KPI's help an organisation define and measure progress toward its goals. This topic follows on to the next topic covering S.M.A.R.T. KPI's . S.M.A.R.T. KPI'S The acronym S.M.A.R.T is often used to describe KPIs. We covered S.M.A.R.T earlier in Topic 2 under Setting team objectives and goals. Successful KPIs follow the S.M.A.R.T criteria: Specific KPIs need to be specific to the individual job and if possible expressed as statements of actual on-the-job behaviours. For example, a KPI should: explain clearly to the employee what he/she has to do in terms of performance to be successful have an impact on successful job performance, that is distinguishing between effective performance and ineffective performance focus on the behaviour itself, rather than personality attibutes such as ‘attitude to customers’. such as 'work quality', and 'job knowledge' are too vague to be of much use.
topic_2_reading_194_82.docx