A startup’s forces are made up of small, proactive and agile teams of talented (and often young) professionals. These new-emerging companies may function differently from conventional corporations. This encompasses the management of human resource and periodic assessment of their performance.
- How startups / innovative companies/ Research and Development teams/ can tackle the employee performance appraisal?
- Which Key Indicators fits best to a performance appraisal system?
- Is there any authentic standard/framework to evaluate teams' performance based on their morale and spirit (i.e. ICB V.3)?
- (Note: ICB v3.0 A competence standard set by the International Project Management Association used in the certification of project managers to ensure consistent application of practices, tools and methods through a prescribed knowledge framework.
There can be no one-size-fits-all approach to performance appraisal: key indicators of performance must jive with an organization’s mission and philosophy (and be particularized by job function); above all, their selection must heed the self-evident truth, citing Peter Drucker, that “Management is about human beings. Its task is to make people capable of joint performance, to make their strengths effective and their weaknesses irrelevant.” See also:
Article Leading Top Talent in the Workplace
Article A Primer on Talent Management
A Key Performance Indicator is a measurable value that demonstrates how effectively a company is achieving its business objectives. Organizations use Key Performance Indicators (KPIs) at multiple levels to evaluate their success at achieving targets.
In general, KPIs are different from a department to another. Each department will use different KPI types to measure their results based on specific business goals and targets. For example, Human Resourse Department KPIs may include, workforce diversity ratio, gender ratio, open job requisitions, Job Offer Acceptance Rate, and training hours per employee.
Agree with all of the above. Additionally, I would keep in mind that too much structure in terms of performance appraisals too early in the life of a start up can sometimes risk dampening the entrepreneurial mindset that gave birth to its genesis. A collective definition of success and clear accountability for specific outcomes is more than enough.
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