Performance Indicators
Performance Indicators & Evaluations
Performance indicators and evaluations are among the most important strategic tools for any organization aiming to develop its human resources and improve productivity. This page is not only used to display evaluation scores, but is considered a complete analytical system that helps management make accurate and objective decisions based on data, not impressions.
What Does the Performance Indicators Page Offer?
1. Comprehensive and Accurate Performance Measurement System
The page provides a rich framework for evaluating each employee's performance through a set of measurable indicators such as:
- Work Quality: Evaluating the level of output and result quality
- Speed and Task Completion: Measuring execution speed and commitment to deadlines
- Punctuality: Evaluating commitment to work schedules and meetings
- Team Collaboration: Measuring level of cooperation and teamwork
- Attendance and Absence: Evaluating commitment to attendance schedules
- Initiative and Creativity Level: Measuring ability to innovate and take initiatives
Each indicator has a specific weight that reflects its importance within the organization, thus employee performance is calculated in a fair and unbiased manner.
Make sure to understand the criteria for each indicator to improve your performance in areas important to the organization.
2. Real-time Monitoring Dashboard for Evaluation Status
Provides a clear interface about:
- Overall Organization Performance Average: Comprehensive view of overall performance level
- Number of Completed Evaluations: Tracking progress of evaluation process
- Recent Evaluation Rate: Knowing the latest evaluations conducted
- Comparison of Employee Performance Across Different Periods: Analyzing development and improvement
Thus helping leadership see the organization's overall performance level at a glance.
The monitoring dashboard is automatically updated with each new evaluation, ensuring accurate and up-to-date data.
3. Complete Record of Old and New Evaluations
Records every evaluation conducted for any employee with:
- Date: Date of evaluation
- Category: Type of evaluation (annual, semi-annual, quarterly, monthly)
- Period Type: Time period covered by the evaluation
- Person Who Conducted the Evaluation: Manager or person responsible for evaluation
- Final Score and Result: (Excellent – Acceptable – Needs Improvement…)
Thus making it easy to:
- Track progress or decline in any employee's performance
- Know real professional development
- Plan employee career path objectively
The complete evaluation record helps understand performance patterns and identify long-term trends.
Performance Overview Summary
Displayed at the top of the page are a set of main cards that show a quick view of current evaluation status:
1. Latest Evaluation
Displays the evaluation percentage for the most recent period with clarification of evaluation duration.
2. Completed Evaluations
Shows the number of evaluations completed versus the total required.
3. Average Performance
Average performance level for all periods, giving a general indicator of employee performance trend within the organization.
Monitor these indicators regularly to identify general performance trends and make proactive decisions.
Evaluation Record
This section represents a comprehensive database of all evaluations conducted on employees, and contains:
Filtering and Control Tools
The page provides advanced search capabilities within evaluations, such as:
- Search by Employee: To find all evaluations for a specific employee
- Select Period: Filter by time period (annual, semi-annual, quarterly, monthly)
- Specify Evaluation Type: Filter by evaluation type
- Sort by Date or Score: To arrange evaluations as needed
These tools help quickly and easily access any evaluation.
Use filtering tools to quickly find important evaluations, especially when there are many evaluations.
Second: Why is This Page Important for the Organization?
1. Because It Prevents Random Evaluation
Instead of relying solely on the manager's opinion, the system provides clear numerical standards that make evaluation transparent and accurate.
Random evaluation may lead to unfairness in promotions and rewards. The system ensures objective evaluation.
2. Because It Measures What Cannot Be Seen with the Eye
Things like:
- Commitment: Measuring commitment to schedules and responsibilities
- Production Quality: Evaluating output quality level
- Completion Rate: Measuring speed and execution efficiency
Are translated into real data that can be analyzed and compared.
Numerical data helps remove subjectivity from evaluation and ensure fairness for everyone.
3. Because It Helps Discover Outstanding Employees
Management can easily know:
- Highest Scores: Identifying best performing employees
- Best Indicators: Knowing areas where employees excel
- Who Deserves Promotion or Reward: Based on objective data
Thus supporting talents instead of losing them.
Early discovery of outstanding talents helps retain and develop them within the organization.
4. Because It Quickly Reveals Weaknesses
Through comparisons and results, the organization can know:
- Employees Who Need Training: Identifying training needs
- Low-Performing Employees: Identifying those who need additional support
- Departments Suffering from Productivity Problems: Identifying areas that need improvement
This helps the HR department develop actual improvement plans.
Early discovery of weaknesses helps address them before they negatively affect overall performance.
Third: How Does This Help Management and HR Department?
1. Make Fair and Objective Decisions in Promotions and Rewards
Based on data, not personal impressions.
2. Analyze Employee Performance Throughout the Year
Is it improving? Stable? Declining?
3. Performance Management
This page is considered a main part of the performance management cycle within the organization.
4. Increase Productivity and Work Quality
When an employee knows that performance is measured accurately, commitment and focus increase.
5. Identify Training Needs
If management notices weakness in a specific indicator (e.g., punctuality or work quality), the employee is directed to an appropriate training program.
6. Support Communication Between Manager and Employees
Conversations during annual meetings become based on clear numbers and standards.
Use evaluation data in individual meetings with employees to provide constructive and clear feedback.
Fourth: What Specifically Distinguishes the Evaluation System in This System?
1. Clarity of Indicators and Results with Colors
Good performance appears in one color, average in another, and weak in another.
2. Ability to Customize Indicators for Each Department
Each department has indicators that suit its nature — something rare and important in HR systems.
Customizing indicators according to each department's nature ensures more accurate and fair evaluation.
3. Calculation of Relative Weight for Each Indicator
Ensures that each indicator takes its true value in evaluation.
4. Flexibility in Determining Periods
(Annual, semi-annual, monthly, quarterly…)
5. Comparison Display Between Different Periods for the Same Employee
Facilitates development analysis.
6. Comprehensive Report That Can Be Exported and Shared
Ideal for meetings or annual reviews.
Use evaluation reports in annual meetings and promotions to ensure transparency and fairness.
Fifth: How Does This Page Support the Organization at a Strategic Level?
1. Transform Individual Performance into Organizational Results
Every improvement in employee performance reflects on team productivity, then the department, then the entire organization.
2. Create an Achievement-Based Work Environment
With clear standards, performance evaluation becomes more motivating and less stressful.
3. Build a Transparent Culture
Everyone knows how their performance is measured, and why they receive a specific evaluation.
4. Support Long-Term Planning
Such as leadership preparation, competency development, promotion planning.
The performance indicators and evaluations page is not just a report — it is the core of performance management within the organization. Through it, management can understand its strengths and weaknesses, develop employees, improve productivity, and build an effective work environment based on facts and data.
Sixth: Practical Examples
Example 1: Developing Employee
First Period: 75% (Acceptable)
Second Period: 82% (Good)
Third Period: 90% (Very Good)
Analysis: Shows continuous improvement in performance, indicating commitment to continuity and development.
This example shows how positive employee development can be tracked across different periods.
Example 2: Employee Needing Support
First Period: 85% (Good)
Second Period: 78% (Acceptable)
Third Period: 72% (Acceptable)
Analysis: Shows decline in performance, requiring immediate intervention and identifying causes of decline.
In this case, it is recommended to identify causes of decline and provide appropriate support and training to the employee.
Example 3: Outstanding Employee
All Periods: 95%+ (Excellent)
Analysis: Outstanding and stable performance, making them a strong candidate for promotion or rewards.
Outstanding employees should be supported and developed to ensure their retention within the organization.
Seventh: Integration with Other Systems
The performance indicators system integrates with:
1. Attendance System
Attendance and commitment data are used in performance evaluation.
2. Tasks System
Number of completed tasks and their quality are used as performance indicators.
3. Leave System
Leave usage rate and commitment to schedules are taken into account.
4. Training System
Linking evaluations to training programs to identify needs.
Integration with other systems ensures comprehensive and accurate evaluation that reflects actual employee performance.
Section Summary
Performance indicators and evaluations are a fundamental strategic tool for any organization aiming to develop its workforce and improve productivity. Through a comprehensive and accurate measurement system, real-time monitoring dashboard, and complete evaluation record, management can make objective decisions based on data. The system supports discovering outstanding talents, identifying weaknesses, and developing effective improvement plans to ensure the organization's continuous growth.