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  2. Human resource metrics - Wikipedia

    en.wikipedia.org/wiki/Human_resource_metrics

    For example, “a decade ago, if someone looked for turnover rate by performance category, it could be a two-week project.” With HR metrics, more specifically Retention metrics, HR leaders are able to quantify variables such as turnover rate, average tenure, the rate of veteran worker, or the financial impact of employee turnover.

  3. Devaux's Index of Project Performance - Wikipedia

    en.wikipedia.org/wiki/Devaux's_Index_of_Project...

    Devaux's Index of Project Performance (usually known as the DIPP) is a project management performance metric [1] formulated by Stephen Devaux as part of the total project control (TPC) approach to project and program value analysis. It is an index that integrates the three variables of a project (scope, time and cost) into a single value-based ...

  4. Performance rating (work measurement) - Wikipedia

    en.wikipedia.org/wiki/Performance_Rating_(Work...

    Performance rating has become a continuous process by which an employer and employees attempt to understand company goals and how his or her progress toward contributing to them are measured. Performance measurement is an ongoing activity for all managers and their subordinates. [4] A performance measurement uses the following indicators:

  5. Performance indicator - Wikipedia

    en.wikipedia.org/wiki/Performance_indicator

    A performance indicator or key performance indicator (KPI) is a type of performance measurement. [1] KPIs evaluate the success of an organization or of a particular activity (such as projects, programs, products and other initiatives) in which it engages. [ 2 ]

  6. Performance measurement - Wikipedia

    en.wikipedia.org/wiki/Performance_measurement

    Performance measurement is the process of collecting, analyzing and/or reporting information regarding the performance of an individual, group, organization, system or component. [dubious – discuss] [1] Definitions of performance measurement tend to be predicated upon an assumption about why the performance is being measured. [2]

  7. Vitality curve - Wikipedia

    en.wikipedia.org/wiki/Vitality_curve

    The new model had 5 buckets, each of a predefined size (20%, 20%, 40%, 13%, and 7%), which management used to rank their reports. All compensation adjustments were predefined based on the bucket, and employees in the bottom bucket were ineligible to change positions since they would have the understanding that they might soon be yanked.