Performance Metrics

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Performance Metrics are useful when looking at aggregate company performance, individual metrics, or trends in each department, division and line manager. They are primarily used to measure an individual employee's performance regarding defined standards. Performance metrics can be used for but is not limited to promotions, raises or management rotation programs. Aggregate Performance Metrics for each department, division or line manager are used to identify and praise managers with a high performing team, as well as bringing attention to managers who possibly have high turnover rate or poor performing employees.

Many organizations capture performance metrics over a considerable amount of time, allowing them to identify performance trends, as in who's a consistently high performer compared to another whose performance has varied over time. When considering promotions or layoffs, performance metrics are essential for identifying improving, consistent or lagging employees. Determining a benchmark for competency or skill set helps managers or HR to identify employees who are at, above or below company standard, and let managers know when to intervene, in order to help that employee improve a specific skill set.

Because performance metrics are one of the first to be taken into account when a company considers promotions, hiring or layoffs, executive management or HR need to be able to quickly access this data. Your org chart could contain this data as long as there are security features that make it visible only to those individuals who need to see it.

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