Waco, TX. November 10, 2013 -Talent management solutions provider, Profiles International, has released a white paper titled “What You Don’t Know Can Hurt You — Measuring Workforce Performance and Productivity to Maximize Profitability.”
The paper is reprinted and distributed in partnership with author Kurt Hulett. A published author, Hulett previously served as a senior director of research & business development and vice president of assessment for Pearson Assessment and Triumph Learning.
The white paper highlights why successful implementation of relevant employee performance metrics is crucial to a company’s success. To make the best strategic decisions, company leaders require this vital information.
If objective performance metrics aren’t established and communicated, organizations can fall into the trap of following the status quo concerning talent management. These metrics become even more critical for departments in which performance is not easily quantified.
For example, employee performance in Information Technology, Human Resources and Research & Development isn’t as easily measured as in other departments, such as sales or industrial production, in which quotas are used. Unless quality and progress of work criteria are clearly defined, measuring employee performance can become vulnerable to personal biases, false impressions and subjective opinions.
“At all levels, managers need objective, measurable indicators of departmental effectiveness to build a company of top performers,” said Michael Wilk, vice president, corporate marketing, Profiles International. “Otherwise, organizations could develop a workforce that’s less than efficient and productive than they could be.”
“And what’s at stake couldn’t be greater,” continued Wilk. “The long-term effects of poor human capital management are stifled company growth, failure to reach target earnings and compromised market position.”
Readers of this white paper will learn the importance of implementing work performance measurements, continually evaluating and revising metrics as required, and collecting the most detailed, quantifiable data available. Companies with strong performance measuring programs will benefit from a well-qualified workforce and a good return-on-investment for their human resource assessments.