Performance analysis is mainly about implementing performance reviews for employees. Part of it can motivate employees, after all, good performance is a promotion and a salary increase. Some are also providing data for management to develop a series of plans for coaching employees and personnel changes. So, basically performance analysis is very common in every business, company. Maybe the friends who are reading this article are all beginners who have just come into contact with the position of human resources, so today's article does not have complex skills and difficult to understand vocabulary, but will teach you how to do the simplest performance analysis and what points to pay attention to in performance analysis. I hope that our novice friends can also easily get started with performance analysis.
1. What points should be paid attention to in performance analysis?
Let's review the four cycles of performance management:
- Performance Plan: Set specific metrics for each position.
- Performance Implementation: Execute and implement the set performance plan.
- Performance appraisal: evaluate the completion of work and check the effectiveness of task execution.
- Performance analysis: Conduct in-depth analysis after the appraisal, and find out the reasons why employees have completed tasks well or made mistakes through interviews and other means. The results of the analysis are used to inherit and promote best practices, to improve deficiencies in a timely manner, and to be archived as the company's foundational data.
As for who is responsible for analyzing and improving performance, it is mainly the leaders and senior managers of each department, who are the core subjects of performance management. The Human Resources department is responsible for providing macro analysis reports rather than specific analysis work.
Therefore, for the human resources department, it is only necessary to do a good job of data integration and data presentation. I have a few points to talk about in terms of data integration and data presentation:
First, the accuracy and completeness of the data need to be ensured, which is paramount. Xiaobai often omits or fills in the wrong data due to negligence, and a lot of data is inaccurate in hand, so one step needs to be added here, which is data calibration. I'll talk about that later.
Second, regular assessments. The data is very complex and huge, and you can't say that the boss only needs an annual report and you really wait until the end of the year to start doing it. If you want to do a good job of performance analysis, then you need to set yourself a time period, which may be a month or three months, and this is judged according to your own workload. This way, you only need to spend a small amount of time processing the data at a time, which adds up not only to the annual report, but also to how the performance of the employees changes each month.
Third, identify key drivers. Although the data analysis is led by the boss, the moment the boss gets your data analysis sheet, there is still too much content. Therefore, before handing it over to the boss, there is an overall assessment of the data, and a simple summary of which part is the key factor, so that the boss can focus on understanding the problems and ups and downs of the data. Of course, this is a work add-on, and it is still according to our actual situation.
2. Performance analysis operation process
Next, let's do a simple explanation of the operation process of performance analysis. I'm going to split it into two aspects, one is data integration and the other is data presentation. I will use FineBI to carry out the overall operation process below, and the page settings and operations of this tool are more suitable for business beginners, so that everyone can get started more easily.
1. Data integration
The first step is to create a theme. Performance analysis is a long-term content, so I recommend that everyone develop a good habit of storage. Make a category of this topic, so that it is easy for everyone to find and view it later.
In My Analysis, select the folder and select "New Analysis Topic" under the folder, as shown in the following figure:
The second step is to add data. Click "Add" on the "Data" page to add the data table you want to use. As shown in the figure below:
Step 3: Edit the data: Use the options in the upper toolbar in the "Data Interface" to analyze the data table. As shown in the figure below:
The fourth step is to save the theme.
1) "Theme Save" can save all resources in the theme, including the editing operation of the dataset, to prevent users from losing steps.
2) If you leave and forget to save, the next time you enter the theme, you can read "Special Archive" in "Version Management" to get the auto-saved draft.
3) After the data is edited, visual analysis can be performed without updating the theme.
Step 5: Update the data. Updates update the component/dashboard/analytic documents within the dataset and topic. The latest status is displayed only when the theme and its resources are previewed.
After the "Save" topic, you can only "Update". As shown in the figure below:
In the "Update Information" section, you can check the progress of the data update.
The sixth step is data collaboration and sharing. Users can publish their analyzed datasets, dashboards, and analysis topics, or share their analysis topics with other users for collaborative editing.
Step 7: Add data. After you create a topic, you will be automatically taken to the Add Data page. As shown in the figure below:
Click "+" and select the data you want to add. As shown in the figure below:
Users can add: tables in public data, tables in the Analysis topic (My Analysis), and recently selected tables, as well as direct uploads to Excel.
The final step is data calibration. During the calculation, we need to analyze and verify at the same time.
Click on a field, and the verification data will automatically appear at the bottom of the preview, helping users quickly find problems and quickly adjust calculations. As shown in the figure below:
- Click on the numeric field to display the "Sum" and "Average" values in the column
- Click on the text/date field to display the "Duplicate Count" value for that column
By clicking the drop-down box, the user can also check the count value of each field in the field to help the user check. As shown in the figure below:
2. Data presentation
The first step is to create a component analysis: Enter the component editing page, and you can use a variety of visualization charts to display the data analysis results. As shown in the figure below:
- Analysis in the dashboard: In this interface, you can add the created components to the dashboard, and the analysis of multiple component combinations can help users better find problems. As shown in the figure below:
Click "Components" to enter the editing interface, you can add multiple components to an analysis topic, as shown in the following figure:
The second step is to make a grouping table. Rename the component name to "Group Table", select "Group Table", drag the field "Product Name" to be analyzed into the dimension column, and drag "Sales" and "Profit" into the indicator column to generate a chart. As shown in the figure below:
Note: When selecting a field to be analyzed, hold down the Ctrl/Command or Shift key to select multiple fields at the same time and drag them into the analysis area together.
1) Click "Add Component" to add a component, and you can add multiple components to an analysis topic, as shown in the figure below:
2) Rename the component name to "Column Chart", select "Custom Chart", select "Column Chart" in "Graph Properties", drag the field "Product Name" to be analyzed into the horizontal axis bar, and drag "Sales" into the vertical axis bar to generate a chart. As shown in the figure below:
The third step is to add it to the dashboard. A dashboard is the carrier of the final presentation of data visualization, and the dashboard can be published or shared with other users for viewing. Therefore, the made components need to be added to the dashboard.
1) Click "Dashboard" to enter the editing interface, you can add multiple dashboards to one analysis topic, as shown in the following figure:
2) Drag the "Group Table" and "Column Chart" in the left list into the dashboard, and you can customize the length and width of the components by dragging and dropping, as shown in the following figure:
Isn't it quite simple to operate the whole process? Basically, it is completely enough to do some simple performance analysis, by the way, I will show you a sales efficiency analysis I did with FineBI, there is no complicated data, and it can be done in two or three minutes. You can change the color of this kind of chart to make it a little richer. Coupled with your company's data, performance analysis is still fine. I would like to emphasize that the last step of data integration is that you must do data calibration, and the accuracy of the data must be more important than the presentation of the data.
III. Summary
For HR departments, data accuracy and completeness are top priorities, as is regular assessment and identification of key drivers. Through some simple tools, we can easily integrate and present data, which is enough for novices and even human resources bosses, because in the end the decision to do how to do, it is the boss's business, let's do our job in place, pay attention to the few points I Q to, no problem.
Finally, how to advance to a workplace veteran will definitely require a lot of knowledge intake to be productive. So here I still share with my friends a CRM management plan, which covers all the existing information of human resources, and it can be regarded as a good wish of mine, I hope that you are no longer just the person who does the performance analysis form, but the person who proposes the management plan.
"Link" https://s.fanruan.com/4obdv