Using Data To Drive Employee KPIs And Training
Updated: 7 days ago
In order to continue to be successful it is important that organisations align their employees KPI’s and annual training requirements so they match up to the overall organisational goals.
Operating in this way ensures that the organisation's objectives are at the forefront of each employee's minds and they can see how they are playing their part and contributing to achieving them. If you can do this you’ll be on your way to fostering a collective culture of success.
A Data Based Approach?
Today with the rise in the availability of data on various aspects of an employees workday it presents companies with the option to use data-driven decisions when setting KPIs and planning training requirements.
Here we are going to take a look at some of the ways using data can benefit this decision making process.
Identifying Training Needs
Our customers operate in the worlds of critical care transfer and air ambulance services where there is masses of data available to guide employee training. For example, within our solutions ARCEMS and ARCCTS every intervention is recorded so you know how many times specific crew members have carried them out. From this data organisations can see if anyone requires further training e.g. refresher training if they haven’t performed a certain intervention for a while.
This level of data and the specifics of being able to boil it down to an individual level means you can also do the same when setting KPIs. You can set employees really focussed targets down to an exact number even as you have previous data to support these targets. E.g. I want you to perform x number of interventions each month. This level of detail lets each employee know what their short and long term targets are.
Following on from the above two points, having data available gives you evidence as to why certain objectives have been set for an individual. Where KPIs and annual reviews often fall down is that the objectives in someone’s plan aren’t specific enough and this makes it hard for an employee to prove they have achieved them so it causes buy-in to drop off. But by using data and giving them specific targets it removes any doubt in an employees mind as to where they stand with regards to achieving each KPI.
Measure Improvement Levels
Rather than sitting down at an annual review and having a line manager use their gut instinct as to whether someone has performed well or not you can use data to actually measure improvement levels. Issuing people you manage with negative feedback is a hard part of the job but having statistical data to go alongside this feedback makes it a fair way to approach this and stops any employee thinking they’ve been unfairly treated. And if an employee has fallen short you can set agreed realistic targets together so the following year they feel onboard and motivated as they’ve been part of the planning process.
Can your current setup support this?
If you are reading the above benefits and thinking ‘I’d like to do that but we haven’t got that level of data available to us’ then let us help. ARCEMS and ARCCTS customers benefit from extensive data recording and audit tools which provide powerful reporting on everything from number of missions, response time, number of drugs and interventions administered and so on all down to an individual crew member level. From this our customers are able to create specific KPI reports for each employee to help power personal development.
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