EFFECTIVE KPI DESIGN AND IMPLEMENTATION

From strategic goal-setting to sustainable performance for your organization

Is your organization facing these challenges?

  1. No standardized methodology to establish KPIs across departments and employee levels.
  2. Strategy-disconnected KPIs that become "ceremonial" metrics failing to drive actual performance.
  3. Absence of systematic cascading from organizational goals → departmental targets → individual objectives.
  4. Insufficient transparency in tracking and evaluation, causing friction between management and staff.

OBJECTIVES

  • Build a KPI system aligned with organizational strategy.
  • Standardize a transparent and measurable KPI process.
  • Master the methodology for continuous KPI management and improvement cycles.
  • Develop the "KPI-driven management" mindset and apply it to talent development.

TARGET

  • HR, L&D, HRBP Staff
  • Middle Manager
  • Department/division heads are responsible for developing and managing KPIs

CONTENT

Part 1: Foundational mindset & core KPI principles
1.1 Competency-based performance approach according to CIPD (Chartered Institute of Personnel and Development)
1.2 Modern performance management approach according to CIPD
  • Balancing Result (KPI) with Behavior (Competency)
  • The 4C Model: Clarity, Capability, Connection, Contribution
1.3. KPI Fundamentals and the Vietnamese context
  • Key concepts: distinguishing between KPI – KRA – Target – OKR
  • 8 common pitfalls in KPI development of organizations in Vietnam
  • SMART/SMARTER principles and evidence-based approach
Part 2: The process of building KPI aligned with organizational strategy
2.1 The Balanced Scorecard (BSC) strategic framework
  • BSC fundamentals and common pitfalls of organizations in Vietnam
  • Developing Strategy Maps based on CIPD methodology
2.2 Four-Level KPI Cascading
  • The 4-level KPI cascading model: Company -> Function -> Team -> Individual
  • Setting KPI targets & Weighting factors for each department
  • Selecting the right indicators: Lead KPIs & Lag KPIs
2.3. Standardized KPI templates for departments
  • Sample KPI sets for Manufacturing, Services, Banking, and Finance sectors
  • KPI evaluation criteria
  • KPI evaluation checklist
Part 3: KPI implementation & Performance appraisal
3.1 Performance Coaching and Feedback Skills
  • Coaching skills using the GROW model
  • Feedback skills and implementation of performance conversation
3.2 Performance appraisal based on the CIPD dual model
  • KPI (Result) evaluation: Handling hard-to-measure metrics or missing data
  • Behavior (Competency) evaluation
  • Common pitfalls in performance appraisal
3.3. Performance tracking system with visual dashboards
  • Developing simple and intuitive performance tracking dashboards
  • Frequency and execution of performance review meetings
Part 4: Practical case study analysis
Part 5: Performance contract and Performance Improvement Plan (PIP)
  • Contents and implementation of Performance Contracts
  • When to use a PIP and how to execute it effectively
  • Supporting tools (IDP and learning activities)
Part 6: 1-month Action Plan
~ Building or refining KPIs for your organization’s situation

REFERENCE

Download pamphlet “Effective KPI design and implementation" here. 

Participants' feedback