As an HR Manager, what are the most important training and assessment tools I need to help me in preparing an accurate annual KPI?

Here are fifteen way and chose the ways and methods of training:

A) direct dumping:

1. lecture.

2. seminar.

3. debate router.

4. conferences.

B) dialogue and discussions:

5. case study.

6. dialogue teams.

7. sizzling sessions.

8. committees.

9. brainstorming.

. Role-play.

. demonstration.

. performance.

D) the study:

. homework.

. references and books.

. techniques (audiovisual).

Rating

 

    I've set some researchers that the meaning of the performance evaluation is Miley

 Determine the extent to which the administration has been able to achieve its specified functions. -

Know the reasons for deviations from the specified performance measure.

  Suggestion address aspects beyond management control techniques. -

 Develop incentives to improve performance

 Lay the foundations for a comparison between the various activities in the economic unit.

The performance is part of the process control in the organization as a whole evaluation process, and that performance evaluation is the extrapolation of indications and indicators of regulatory information to be taking new decisions to correct the path of the activities when skewed, and that the oversight process, including the performance evaluation of the main two missions, namely:

1. activities in an attempt to pay trends achieved the objectives of the organization and prevent it from deviation for.

2. correct paths activities which is expressed evaluate performance.

 

Methods of performance evaluation:

          There are many methods of performance available for use assessment, the problem that there is no integrated way from all sides and the search is still ongoing to find an honest and fair way to assess the performance, as the choice of valuation method has high impact on the effectiveness evaluation, and selection of appropriate evaluation doomed way the purpose of the evaluation and the time available assessment and quality supervisors and employees and management style.

          The most important methods of evaluation are:

First, the comparison ways

Interactive way or rotational arrangement:

 Marital comparison method:

 Compulsory method of distribution:

Second: the absolute ways:

Article method:

Third: the roads built on standards:

Gradient graph method:

 Behavioral menus method:

Compulsory method of choice:

Critical incidents method:

Fourth: the roads based on business results:

Management by objectives method:

The goals of performance evaluation:

           Other targets to assess the performance, namely:

1. Identify special needs.

 2. helping to improve the current level of performance.

 3. evaluation of the past performance

.4. Setting goals for performance

.5. provide feedback to employees about their performance

.6. assist in career planning

.7. assist in the powers and human resources planning.

 

Customer satisfaction for the successful implementation of a number of more than% of the performance of consulting and implementation accumulated experience, the question of performance issues, assess problems, lecture courses performance chain development and interpretation, and experience to share, consider the practice of performance and consulting management, case studies, practical application; correct understanding performance management, a comprehensive understanding of operational performance management procedures and method of design, search key performance indicators (KPI) tools and methods, proficient in goal-setting and analysis, and performance indicators KPI aims to understand the problems and difficulties, and performance KPI

The goal of any HR specialist is to help a company achieve its business goals by finding and hiring the right people, and then training and managing them in the right way and ensuring the consistency of the process. While the goal and the strategy of HR might be clear, how could one tell that their HR department is on the right track? Is the HR strategy being executed effectively? Key Performance Indicators (KPIs) will help in this case, but only if applied according to certain rules

The toola are

Define Cause and Effect Links

Align KPIs With a Specific Objective

Add an Action Plan

Know the reasons for deviations from the specified performance measurement. Aspects title behind the administrative control techniques proposal. - Creating incentives to improve performance benchmarking between the various activities in the economic unit.

Performance is part of the monitoring process of the organization as a whole evaluation process, so as to assess the performance is extrapolated indicators and indicators of organizational information to be taking new decisions to correct the course of activities when they deviated, and process control, including two to evaluate the performance of the main functions, namely:

1. activities achieved in an attempt to push the trends objectives of the organization and prevent it from deviation him.

2. Activities correct paths expressed by PAS.

Methods of performance evaluation: There are many ways of performance available to evaluate the use, and the problem is that there is no integrated way from all sides and the search is still underway to find a way true and fair performance evaluation, as an option valuation method has a significant impact on the effectiveness evaluation, fitting and choose how doomed to assess the purpose evaluation and the time available to supervisors and quality assessment, staff and management style. The most important valuation methods are:

First, methods of comparison

Interactive way or the order of rotation: doubles comparison method: mandatory method of distribution:

Second: the absolute ways:

Entry method:

Third: the roads are built on standards:

Gradient method graph: Behavioral menus method:

Compulsory way to choose:

Critical incidents method:

Fourth: Road construction on business results:

Way management objectives:

The goals of performance evaluation: other objectives, performance evaluation, namely:

1. Identify special needs.2. helps to improve the current level of performance.3. Performance evaluation in the past

0.4. Setting goals for performance

0.5. Providing feedback to employees about their performance

0.6. Assist in career planning

0.7. Assisting in the planning powers and human resources.

1- Job Analysis.

2- Function Analysis.

3- Performance Management.

4- Performance standards. 

I would agree with Mr. Randy's answer ... Thank You

Thanks,

 

Agree with colleagues Mohammad Shouman and Yahya Amin.

I agree with MR TARIG BABIKER

I agree with the answer brother Abdul Basit

thanks for invitation

I don't have experience in this field

 

I agree with Mr. Abdul Basit  .