Key points
Areas for evaluation
To manage performance effectively and identify potential improvements, Profile looks at how you evaluate your people management activities across the board - not just in relation to learning and development.
The following table gives just a few examples of the areas in which you might evaluate performance:
Evaluating Performance
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Issue
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- Examples areas for measurement
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Developing the organisation's vision and purpose
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- How strongly people share the organisation's vision and values
- Performance measured against Key Performance Indicators
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Recruiting people
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- Number and type of vacancies
- Time/cost per hire
- Rate of employee turnover
- Quality of candidates and new recruits
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Developing and retaining people
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- Feedback from development activities
- Longer term evaluation/ROI of development activities
- Levels of participation in development activities
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Rewarding people
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- Competitiveness and appeal of rewards to current and potential staff
- Effectiveness at motivating staff
- Link between rewards and incentivising positive behaviours which support business strategy
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Engaging and communicating with people
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- Staff loyalty, satisfaction and commitment to the organisation
- Levels of feedback and response to consultation
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Keeping people well
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- Sickness absence (long term/short term)
- Take up of work-life balance solutions
- Employee satisfaction and motivation
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Evaluating the return
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- Participation/response rate to surveys and consultations
- Actions resulting from evaluation
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Managing diversity
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- Profile of employees and candidates for recruitment
- Staff turnover and perceptions of equal opportunity
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Overall performance
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- Financial: turnover growth, profit, share price
- Business: market share, relative performance compared with peer organisations, meeting targets
- Customer: volumes, retention, recommendation, feedback
- Efficiency: cost reduction, productivity.
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