Performance indicator

They are instruments that provide quantitative information on the achievements and proposed objectives of an activity, project or institution. They establish a relationship between two or more variables, which when compared with previous periods, allow inferences to be made about the achievements and progress made. These are usually measured parameters, ratios, or models.

In short, if we are talking about a company, this type of indicator reveals whether the strategies adopted to achieve a specific objective are having an effect. Or rather, how effective are they so far.

The use of indicators is very useful and provides a series of advantages:

Strengthens the internal management of a company by helping to meet objectives.
Improve the allocation of resources in a more efficient way.
Improve transparency with regard to external and internal agents.
It helps to carry out a correct monitoring of the achievement of the objectives.

We also talk about it in our blog:

Why should performance be evaluated?

Job performance appraisal help align the individual development of each employee with the organization's development goals. It is the cornerstone that allows Human Resources to project the corporate culture, design its policies and define strategies. If we talk about talent management, we must talk about continuous evaluation.

Guide on what it is and how to carry out a performance appraisal

In this step-by-step tutorial, you will learn how to create a professional Performance Review process. This guide is designed to modernize the procedure in an agile and efficient manner while fostering the development of your team's talent.

High Performance and High Potential are not the same

If you want to make the best decisions regarding the talent of the people on your team, you will need to know two fundamental variables: performance level and development potential. Both will evolve over time and, if you manage to manage these two variables, you will be able to bring magic to your organization.

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