How best to evaluate a performance management system will vary from company to company, depending on its environment and the type of performance management system in place. Here are a few ideas to get you started.
Operational Objectives
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% of performance appraisals completed by due date.
% of employees with a development plan.
Person hours used in managing the performance management system.
Money spent in managing the performance management system.
People Objectives
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% of employees satisfied with performance management system.
% of supervisors/managers satisfied with performance management system.
% of employees with improved performance rating.
% of employees eligible to move to their next role.
% of employees that leave due to poor performance management.
Working out efficiency ratios is a matter of comparing the KPI results above with the internal company targets set for each measure and/or comparing it with external benchmarks.
I would recommend a mix of leading (end outcome) objectives and lagging (in process) objectives. This would mean that you need to be clear about what you want to achieve with your performance management system and what processes you use to achieve your objectives.
You can find out more about
performance measurement at
http://www.businessperform.com/html/...asurement.html
And we have more information on
employee performance management at
http://www.businessperform.com/html/...anagement.html
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com