File template table KPI for employees in each department [free Download]

This article Lac Viet SureHCS will provide detailed instructions on how to build a table KPI suitable for each department, accompanied by the template KPI fact (Sales, engineering, warehouse, administrative, production) to help businesses optimize the performance of employee assessment and enhanced labor productivity.

1. Table KPIS for the employees? Role in performance management, business

1.1. Define KPI and table KPI staff

KPI (Key Performance Indicator) is a measure of the performance key, help businesses measure the level of completion of the work of individuals, groups or departments compared with the objectives set out. When is aggregated presented in a table KPI for employees, these indicators clearly expressed goals, weighting, results achieved, the level of completion of each personnel.

Other reports, work casual, table KPI focus on the results can be measured, such as sales, number of customers served, the rate of defective products, or levels of customer satisfaction. The main factor “measurement is” to help businesses evaluate employees objectively, avoid feeling.

In addition, the need to distinguish between KPI and personal KPI departments:

• KPI personal reflection performance of each employee according to the specific role. For example: employee business KPI in terms of revenue, the rate of the latch unit; technical staff have KPIS on the processing time, quality of repair.
• KPI departments summing up the results of the group or department help leaders track progress towards common goals.

A table KPI is designed basically plays the role as the “map orientation performance,” help employees understand they need to achieve anything, how to contribute to common goals of the organization.

1.2. Benefits when applied table KPI staff in the business

The deployment table KPI employees not only is measurement tools, but also as strategic solutions to help businesses enhance the overall performance. Here are the benefits typical:

• Ensure transparency and fairness in the rating: All employees are evaluated based on the same system criteria, limiting the maximum bias. For example, the KPI can now get 60% review score is based on sales, 20% based on the percentage of satisfied customers and 20% based on workflow.
• Increase motivation and initiative: knowing your goals, evaluation criteria, employees tend to be more active in the work.
• Link personal goals with organizational goals: Table KPI helps the metabolic strategy of the business into specific action in each position. For example, the goal of “20% increase in revenue, the fourth quarter” will be split into KPI specific for business, marketing, and customer care.
• Improve productivity, efficient management: According to a report by McKinsey (2022), business systematic performance measurement can clearly increased by 15-25% staff productivity thanks to the tracking and timely feedback.
• The basis for the remuneration policy, training development: results KPI is the foundation for enterprises to design policies payoff fair, at the same time identify training needs and development accordingly.

In summary, table KPI for employees not only is the “scorecard performance” but also a strategic tool to help businesses create work culture, goal-oriented, enhance governance and retain talent. Business can refer to the file KPI template built according to each position to save deployment time, ensure standardization from the beginning.

2. The structure of a table KPI staff standard

2.1. The main components of the table KPI

A table KPI for employees is considered as measurement tools the most efficient performance while ensuring a full range of components the following basic structure:

• The objective of the work (Objective): This is the description of the specific results which employees need to achieve in assessment. Objectives to be associated with the overall orientation of departments or business. For example: “Increase the proportion of customers back to purchase another 10% in the third quarter” is a clear goal, to help staff understand they should be directed to the results.
• Index measure (Indicator): Every goal should have a specific metric to evaluate the results. For example, for employees, business indicators measure can be “actual revenue/Sales target” or “the Number of contracts signed recently”. Having specific indicators help managers to objectively evaluate the reduction factors sentiment in scoring personnel.
• The weight of each index (%): Not any goal just as important as each other. Weights help determine the level of priority and impact of each indicator in the total score of KPI. For example, KPI “revenue” can account for 60%, “quality of service” constitute 30%, “Compliance procedures” which accounts for 10%. How to allocate this helps ensure that employees focus on the real results and create value for the organization.
• Standard level – The complete excel: Businesses need to clearly define where is the “level complete satisfactory” and where is “the superior” to ensure fair when rating. For example, salespeople reach 100% target be considered complete, longer reach 120% or higher are graded outstanding. About this measurement is also grounds for a bonus or a salary increase.
• Data sources and measurement notes: this Section specifies the data to be taken from where (reporting CRM systems, ERP software, timekeeping, or customer feedback). The transparent data sources to help ensure the reliability, consistency of results KPI.

2.2. How to set up KPI according to pattern SMART

To ensure each indicator KPI is actually feasible to bring value, businesses should apply model SMART – the common principles in setting performance goals:

• S – Specific (Specific): The goal should be clear, avoid general. For example: “Improve the quality of customer service” should be concretized to “Reduce by 20% the number of complaints in the fourth quarter”.
• M – Measurable (measurable): The target must have a unit of measure particular, as a percentage, number, revenue, period.
• A – Achievable (can be achieved): KPI need realistic, appropriate, staff capacity and conditions of business.
• R – Relevant (realistic and relevant): indicators need associated with the common goal of the organization. For example, KPI's marketing department must be related to sales or levels of brand recognition, not only of internal discrete.
• T – Time-bound (for a limited time): Each KPI must be clearly defined time frame, made – by month, quarter, or year.

Model SMART help ensure that all indicators in the table KPIS are clear – measurable – feasible – fit – there is time limit, avoid bad aim “on paper” that can't be done.

3. How to build board KPI for employees in each department

A table KPI for employees only really effective when designed in accordance with the peculiarities of work of each department. Each position in the enterprise mission, objectives, indicators to measure different, therefore need a system KPI separate but still ensure the link with the general strategy of the organization.

3.1. Sample KPI for Sales staff – Focus on sales conversion rate

The business division is the force directly generate revenue, so the KPI should reflect the ability to latch menu, expand customers, contribute to overall profitability.

The only goal of downloads:

• Actual revenue compared with the target (%).
• The rate of new customers.
• The conversion rate from the opportunity to contract.
• The average value per order (Average Order Value).
• The proportion of customers back.

Example table KPI Sales staff:

Values bring: KPI Sales helps managers track the performance of each employee based on actual results, at the same time is the basis for the policy to reward transparency. When employees understand the assessment criteria, they tend to actively optimize the sales process to reach the goal.

3.2. Sample KPI for technical staff – Focus on quality, processing time

Technical staff role to ensure stable operation of the system, device or product. KPIS should reflect the efficiency and accuracy in work.

The only goal of downloads:

• Rate troubleshooting correct term.
• The number of times technical error repeat.
• Average time troubleshooting (MTTR).
• The level of satisfaction of internal users.

Example table KPI technical staff:

Added value: The application of KPI helps technical team, advanced sense of responsibility, improve the speed feedback.

3.3. Sample KPI for warehouse staff – focusing on optimum accuracy process

Parts warehouse plays an important role in the supply chain. KPI's need to be currently effective commodity management, processing speed, limited data discrepancies.

The only goal of downloads:

• The rate of deviation of the inventory.
• Processing time import – export warehouse average.
• Productivity processing orders/day.
• The rate of punctual delivery.

Example table KPI warehouse staff:

Values bring: KPI warehouse helps enterprises limited risk of loss control, inventory accuracy, optimum operating costs.

3.4. Sample rate KPI for administrative staff – Focus on compliance and internal support

Administrative staff ensure logistics support activity for the whole business. KPIS should reflect the level of completion of the work, the active, the quality of service internal.

The only goal of downloads:

• The proportion of work completed on time.
• The number of records, vouchers be processed.
• Satisfaction score from internal staff.
• The level of compliance with the administrative process.

Example table KPI administration:

Values bring: KPI helps administrative avoid reviews sensuality, ensure fairness in rating. At the same time, KPI data support managers discovery “point of congestion” in the operating procedures, internal, from which efficiency improvements.

3.5. Sample KPI for production worker – focused on productivity/quality of output

For mass production, the KPI should be directed to the efficient production of quality products, at the same time reflect the discipline and safety of workers.

The only goal of downloads:

• Output standard.
• Rate error.
• Downtime due to malfunction.
• The rate of compliance with safety regulations labor.

Example table KPI production workers:

Values bring: KPI production to help businesses control the productivity according to the ca, reduce wasted time and materials.

The table setting KPI for employees in each department not only help to measure the performance of equity but also create culture, working toward goals throughout the enterprise. Business can refer to the file KPI template for each location to standardize the assessment process, at the same time combined management software hr to automate scoring, statistics and create reports KPI quickly and accurately.

FULL LOAD TEMPLATE FILE KPI FOR EMPLOYEES OF DEPARTMENTS IN THE BUSINESS

4. Process, construction, deployment table KPI in business

Build deployment table KPI for employees not only is the choice of the indicators to measure performance, which is a process closely linked between organizational strategy and implementation capacities of the individual.

Below is the 5-step process to help businesses deploy the system KPI efficiency, ensure transparency, precision measuring and boosting performance.

Step 1: Define the strategic goals of the business

This is the most important foundation when building KPI. Businesses need to clearly define the overall goals towards SMART (Specific – measurable – attainable – realistic – for a limited time).

For example: “20% Increase in sales revenues in 6 months” is the goal clear, which can measure.
The specific goal to help the individual departments to understand the general orientation and ensure that all indicators KPI are all directed to achieving this goal.

Step 2: decay goal at each departments

After determining the target level business managers need decay goal at each unit: cubic business, administrative, technical, production...

For example, if the goal of the company is to increase revenue by 20%, then the target of the room Sales could be “increase the number of new customers 15%” or “increase conversion rate potential customers from 25% to 35%”.

This step helps ensure vertical integration in the whole system, from strategy to execution.

Step 3: build the table KPI details for each job position

In this step, the business need specific chemical table KPI for each employee based on the particular job, their responsibility.

For example:

• Employees business: Sales gain, conversion rate, customer number, contract new.
• Technical staff: the error Rate software, the processing time required, the level of satisfaction of internal users.
• Warehouse worker: Percentage deviations of inventory, processing speed, order comply with safety procedures.

This is the stage business can refer to the File KPI template or the template KPI for each location to standardized rating system, at the same time ensuring fair consistency.

Step 4: Training staff to understand to apply KPI

One of the reasons that the system KPI failure is employees don't understand KPI his guide to the work the wrong focus. Therefore, businesses need to organize training sessions, internal communications help employees understand:

• The meaning of each indicator KPI.
• How to measure, track results.
• The relationship between outcome KPI and benefits (salary, bonus, promotion).

Step 5: monitor – evaluate – Improved periodically

KPI is not the only fixed objectives that need to be flexibly adjusted according to the fluctuation of market strategy business. Managers should:

• Periodic monitoring of the results achieved through the dashboard or management software KPI.
• Objective evaluation results of each individual recorded efforts and timely feedback.
• Adjust KPI when strategic objectives change or when the norm no longer fit reality.

A system KPI efficient is the system have the ability to learn continuous improvement to help businesses enhance performance, promote a culture of working toward the results.

In summary, the construction of tables deployment KPI for employees requires the coordination between the leadership, the hr department, each of the departments. When done properly, KPI not only the tools to measure work efficiency but also the levers that help businesses increase productivity, optimize costs and construction team more effective.

5. Solutions to improve employee performance through training – Vietnam Elearning

Besides the construction and management panel KPI for employees, a factor indispensable help business achieve the performance, sustainability is training and workforce development. Fact, KPI only maximize efficiency when employees are fully equipped with skills and knowledge to complete the objective.

Software Lac E Learning is the system online training elearning comprehensive help enterprises deploy program learning internal fast, flexible, easy to manage. This platform enables enterprises to:

• Build roadmap training associated with KPI individual: each employee can be assigned courses in accordance with the capacity, performance goals.
• Measuring the effectiveness of training by real data: the system automatically statistics, the rate of completion of the course, review score, school time, the progress of each individual.
• Optimal cost of training: up to 60% of the cost of class organization tradition thanks to models online learning flexibility.
• Maintain a culture of continuous learning in the enterprise, creating incentives for employees to improve skills to improve the outcome KPI.

Thanks to the integration between system Elearning and SureHCS, Lac Viet brings a solution, hr management, comprehensive training, competency assessment, to the management, KPI and payroll help businesses not only measure but also improve the real performance of the team.

Building table KPI for employees not only helps businesses measure performance objectively but also the tools oriented capacity development, motivational for the team. A system KPI clear, transparent will help administrators to easily evaluate, reward and adjusted hr strategies accordingly.