By assembling the first comprehensive dictionary of Key Performance Indicators (KPIs) for Human Resources, the publisher provides professionals a useful resource for novices and experts alike. In time, the subjective nature of individual performance evaluations and the dominance of financial indicators for evaluating enterprise performance became stepstones for performance management in human activities. The dictionary can be used in the early stages of implementing a performance management framework, in the process of selecting and documenting KPIs, but also to improve an existing performance measurement system. Over time, the use of Key Performance Indicators became synonym to performance measurement and management. Key Performance Indicators are the link between the old and the new in performance management.
Benefits:
- Fulfil the role of primer human capital development and sustainability enabler
- Build a feasible workforce
- Perfect people policies, practices and systems
- Enable strategy implementation at the appropriate time through key performance indicators
Table of Contents
- Introduction
- About the Publisher
- Key Performance Indicators Infographic
- Insight into the Human Resources Functional Area
- How to use this book
- Human Resources
- Compensation and Benefits
- Efficiency and Effectiveness
- Recruitment
- Retention
- Service Delivery
- Talent Development
- Workforce
- Working Environment
- Related publications from The KPI Institute
- Top 25 Reports
- 2013 - 2014 Top Reports
- The Professional Certification Programs
- Certification Programs Infographic 2015
Executive Summary
In many domains of human activity, the use of tools is essential for the achievement of results. Measurement and evaluation make no exception, being equipped with both conceptual and physical tools. Of the first category, at the core of any performance measurement and management system are the key performance indicators (KPIs) used. They provide the important data that is monitored and reported through scorecards or dashboards in an organization.In practice, the terminology used to express them is diverse. The most common expressions are: performance measures, performance indicators, metrics, key performance indicators or key result areas. Both academic and practitioner literature use interchangeably these terms, oftentimes even within the same organization. This can cause confusion among stakeholders and also affect the way these tools are used in practice. Establishing a common terminology at organizational level brings everyone on the same page and facilitates a consistent approach to KPIs.
