Line managers get used to the fact that they are responsible for the process and outcome of labor for their employees. And if someone is working bad, then, first of all, it’s their vina.Ustranenie “narrow” places and inefficient use of labor resources, improving the organizational structure. Office for the KPI does not give the desired result, while some workers overloaded, while others do not know what to do. Management of KPI – this is a logical extension of optimizing business processes, not vice versa. “Partitioning” performance, ie, the determination of fair values for Measured performance (threshold, the Plan, Call). Unfair planned values of performance indicators demotiviruyut staff and are one of the reasons for unsuccessful implementation of management KPI. The task works quite simply – a valuation of labor. All three of the above problems can be efficiently solved using the software Hamburg Account (www.hr.prolan.ru).
If the organization compared to a car, payroll – with fuel, and management system based on KPI – the speedometer (or odometer), the Hamburg score – a “tach” (a device that measures engine speed). The engine in this case is the capacity of the organization, namely the number of personnel, organizational structure and business processes. Hamburg score (as well as management of KPI) – a tool for managing organizational effectiveness. As well as the speedometer and tachometer complemented each other while driving car, KPI system and the Hamburg score complement each other in the management of organizational effectiveness. You can only manage what you can measure. In Hamburg, the Account, as an indicator of organizational efficiency, using effective load – the share of productive work in the total amount of work performed; details – staff training nizhe.Psihologicheskaya So the first task – to prepare psychologically staff in the management of KPI, ie to a new form of labor relations.