{"id":999979195,"date":"2025-11-14T10:26:52","date_gmt":"2025-11-14T03:26:52","guid":{"rendered":"https:\/\/bizzi.vn\/?p=999979195"},"modified":"2026-06-03T23:33:38","modified_gmt":"2026-06-03T16:33:38","slug":"business-performance-management-process","status":"publish","type":"post","link":"https:\/\/bizzi.vn\/en\/business-performance-management-process\/","title":{"rendered":"Enterprise Performance Management Process \u2014 KPI, Evaluation &amp; How to Calculate Employee Performance\u00a0"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In the era of data-driven businesses, <\/span><b>performance management<\/b><span style=\"font-weight: 400;\"> It&#039;s not just a tool for evaluating employees \u2014 it&#039;s a strategy for optimizing productivity, guiding development, and connecting personal goals with organizational goals.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One <\/span><b>enterprise performance management process<\/b><span style=\"font-weight: 400;\"> Effectiveness will help businesses measure accurately, encourage growth, and make human resources decisions based on real data.<\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Index<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Quan_tri_hieu_suat_doanh_nghiep_la_gi_Cac_thuat_ngu_lien_quan\" >What is corporate performance management? Related terms<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Loi_ich_khi_ap_dung_quy_trinh_quan_ly_hieu_suat_trong_doanh_nghiep\" >Benefits of applying performance management process in business<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Quy_trinh_5_buoc_quan_ly_hieu_suat_nhan_vien\" >5-Step Employee Performance Management Process<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#1_Lap_ke_hoach\" >1. Planning<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#2_Dat_muc_tieu_SMART\" >2. Set goals (SMART)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#3_Xay_dung_he_thong_danh_gia\" >3. Build an evaluation system<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#4_Theo_doi_phan_hoi\" >4. Monitoring &amp; Feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#5_Phat_trien_ghi_nhan_thanh_tich\" >5. Development &amp; recognition of achievements<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Cach_do_luong_hieu_suat_nhan_vien\" >How to measure employee performance<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#1_KPI-based_%E2%80%93_do_luong_theo_chi_tieu_dinh_luong\" >1. KPI-based \u2013 measuring according to quantitative indicators<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#2_OKR_%E2%80%93_khuyen_khich_sang_tao_va_chu_dong\" >2. OKR \u2013 encourage creativity and initiative<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#3_Balanced_Scorecard_BSC_%E2%80%93_danh_gia_can_bang_toan_dien\" >3. Balanced Scorecard (BSC) \u2013 comprehensive balance assessment<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#4_360%C2%B0_feedback_%E2%80%93_danh_gia_nang_luc_hanh_vi_va_lanh_dao\" >4. 360\u00b0 feedback \u2013 behavioral and leadership assessment<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Cach_tinh_hieu_suat_lam_viec_cua_nhan_vien_Cong_thuc_KPI_Vi_du_thuc_te\" >How to Calculate Employee Performance: Formula, KPI &amp; Real-Life Examples<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Cac_cong_thuc_pho_bien\" >Popular recipes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Vi_du_thuc_te\" >Real life example<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#2_Cac_cong_cu_quoc_te_pho_bien_khac\" >2. Other popular international tools<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#3_Tieu_chi_lua_chon_phan_mem_quan_ly_hieu_suat_phu_hop\" >3. Criteria for selecting suitable performance management software<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#So_sanh_EPM_vs_HRM_vs_Excel_trong_quan_ly_hieu_suat_lam_viec\" >Comparing EPM vs HRM vs Excel in performance management<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Danh_sach_KPI_quan_trong_cho_quan_ly_hieu_suat_doanh_nghiep\" >List of important KPIs for business performance management<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#1_Cau_truc_he_thong_KPI\" >1. KPI system structure<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#2_Phan_loai_nhom_KPI_chinh\" >2. Classify main KPI groups<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#3_Theo_doi_KPI_bang_EPM\" >3. Track KPIs using EPM<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Cau_hoi_thuong_gap\" >Frequently asked questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#1_Quy_trinh_quan_ly_hieu_suat_gom_nhung_buoc_nao\" >1. What are the steps in the performance management process?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#2_Cach_tinh_hoan_thanh_KPI_nhu_the_nao\" >2. How to calculate % to complete KPI?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#4_Co_nen_dung_phan_mem_nhu_EPM_de_danh_gia_hieu_suat_khong\" >4. Should software like EPM be used to evaluate performance?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#5_Lam_sao_dam_bao_cong_bang_trong_danh_gia_hieu_suat\" >5. How to ensure fairness in performance appraisal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#6_Cach_ket_noi_du_lieu_ERPHRIS_vao_dashboard_hieu_suat\" >6. How to connect ERP\/HRIS data to performance dashboard?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Trien_khai_he_thong_quan_ly_hieu_suat\" >Implementing a performance management system<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Lo_trinh_trien_khai_6%E2%80%9312_tuan\" >6\u201312 week implementation roadmap:<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/bizzi.vn\/en\/business-performance-management-process\/#Ket_luan\" >Conclude<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Quan_tri_hieu_suat_doanh_nghiep_la_gi_Cac_thuat_ngu_lien_quan\"><\/span><span style=\"font-weight: 400;\">What is corporate performance management? Related terms<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><b><a href=\"https:\/\/bizzi.vn\/epm-la-gi\/\">Enterprise Performance Management (EPM<\/a>)<\/b><span style=\"font-weight: 400;\"> or enterprise performance management is a system that helps organizations plan, measure and optimize work performance at both individual and organizational levels.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To properly understand this process, it is necessary to understand the core terms:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>KPI (Key Performance Indicator):<\/b><span style=\"font-weight: 400;\"> Key result indicators, which reflect the level of goal completion.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>OKR (Objectives &amp; Key Results):<\/b><span style=\"font-weight: 400;\"> model of setting challenging goals and measuring them with specific results.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Balanced Scorecard (BSC):<\/b><span style=\"font-weight: 400;\"> Management framework helps balance between finance \u2013 customer \u2013 process \u2013 internal development.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>SMART Goals:<\/b><span style=\"font-weight: 400;\"> Criteria for setting goals that are clear, measurable, attainable, realistic, and time-bound.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">System <\/span><b>EPM<\/b><span style=\"font-weight: 400;\"> plays a role in connecting all these methods into a closed circle, helping businesses move from emotional measurement to data-driven performance management.<\/span><\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-999979198 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/Quy-trinh-quan-ly-hieu-suat-doanh-nghiep-1.jpg\" alt=\"Enterprise performance management process \" width=\"750\" height=\"500\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/Quy-trinh-quan-ly-hieu-suat-doanh-nghiep-1.jpg 750w, https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/Quy-trinh-quan-ly-hieu-suat-doanh-nghiep-1-300x200.jpg 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/Quy-trinh-quan-ly-hieu-suat-doanh-nghiep-1-18x12.jpg 18w\" sizes=\"(max-width: 750px) 100vw, 750px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Loi_ich_khi_ap_dung_quy_trinh_quan_ly_hieu_suat_trong_doanh_nghiep\"><\/span><span style=\"font-weight: 400;\">Benefits of applying performance management process in business<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">One <\/span><b>enterprise performance management process<\/b><span style=\"font-weight: 400;\"> The method brings many practical values:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Link individual performance to strategic goals:<\/b><span style=\"font-weight: 400;\"> Each employee clearly understands his or her role in the big picture.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Increased transparency:<\/b><span style=\"font-weight: 400;\"> All assessments are based on data rather than gut feelings.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Identify and develop potential employees:<\/b><span style=\"font-weight: 400;\"> Easily identify top performing employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Boost morale and retain staff:<\/b><span style=\"font-weight: 400;\"> Employees are recognized, oriented and clearly developed.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Optimizing financial efficiency:<\/b><span style=\"font-weight: 400;\"> allocate resources reasonably, reduce waste of human resources costs.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Quy_trinh_5_buoc_quan_ly_hieu_suat_nhan_vien\"><\/span><span style=\"font-weight: 400;\">5-Step Employee Performance Management Process<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">An effective performance management process typically consists of five main stages:<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-999979199 size-full\" src=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/quan-ly-hieu-suat.png\" alt=\"performance management process\" width=\"1500\" height=\"900\" title=\"\" srcset=\"https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/quan-ly-hieu-suat.png 1500w, https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/quan-ly-hieu-suat-300x180.png 300w, https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/quan-ly-hieu-suat-1024x614.png 1024w, https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/quan-ly-hieu-suat-768x461.png 768w, https:\/\/bizzi.vn\/wp-content\/uploads\/2025\/11\/quan-ly-hieu-suat-18x12.png 18w\" sizes=\"(max-width: 1500px) 100vw, 1500px\" \/><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Lap_ke_hoach\"><\/span><span style=\"font-weight: 400;\">1. Planning<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Every performance management process starts with step <\/span><b>planning<\/b><span style=\"font-weight: 400;\">. This is the phase that determines the overall objectives, scope of the assessment, time frame and tools to be used.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify the purpose of the evaluation (quarterly, annually, or project-based).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Determine the scope: evaluate the whole company or each department.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Choose a method: KPI, OKR, Balanced Scorecard or 360\u00b0 feedback.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify who is responsible for collecting and compiling data.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Clear planning helps businesses avoid overlap between departments and ensures consistency in assessment.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Dat_muc_tieu_SMART\"><\/span><span style=\"font-weight: 400;\">2. Set goals (SMART)<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">After having a master plan, the business needs to <\/span><b>set clear and measurable goals<\/b><span style=\"font-weight: 400;\">. The SMART model is the most popular tool:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Specific:<\/b><span style=\"font-weight: 400;\"> Specific, easy to understand goals.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Measurable:<\/b><span style=\"font-weight: 400;\"> Have clear quantitative or qualitative measures.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Achievable:<\/b><span style=\"font-weight: 400;\"> Can be achieved with existing resources.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Relevant:<\/b><span style=\"font-weight: 400;\"> Link to business strategy.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Time-bound:<\/b><span style=\"font-weight: 400;\"> There is a specific deadline.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For example, \u201cIncrease 15% in second quarter revenue through expanding the SME customer base in Hanoi\u201d is a SMART goal \u2014 clear, measurable, achievable, and tied to a growth strategy.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Xay_dung_he_thong_danh_gia\"><\/span><span style=\"font-weight: 400;\">3. Build an evaluation system<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This is the \u201cheart\u201d of the process. Businesses need to choose the appropriate measurement model and set up a clear set of KPI\/OKR\/BSC indicators for each position.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Select <\/span><b>KPI index set<\/b><span style=\"font-weight: 400;\"> demonstrate strategic objectives.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establish <\/span><b>weight<\/b><span style=\"font-weight: 400;\"> by importance (e.g. revenue 40%, customer 30%, internal 30%).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Build an automated data collection system (via EPM, HRM, or Google Data Studio software).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Make sure managers understand how to read and interpret KPI results.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"4_Theo_doi_phan_hoi\"><\/span><span style=\"font-weight: 400;\">4. Monitoring &amp; Feedback<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Performance should not be evaluated only at the end of the term. <\/span><b>Regular monitoring and feedback<\/b><span style=\"font-weight: 400;\"> Help employees adjust behavior and improve results promptly.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Organization <\/span><b>1:1 meeting<\/b><span style=\"font-weight: 400;\"> monthly or quarterly<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provide data-driven feedback.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Encourage two-way dialogue between managers and employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Apply the model <\/span><b>coaching<\/b><span style=\"font-weight: 400;\"> instead of just judging the results.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Regular feedback helps make performance management a development tool, not just a control tool.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Phat_trien_ghi_nhan_thanh_tich\"><\/span><span style=\"font-weight: 400;\">5. Development &amp; recognition of achievements<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The ultimate goal of performance management is not \u201cgrading\u201d, but <\/span><b>improve team capacity<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Based on the assessment results to determine <\/span><b>capacity gap<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Build <\/span><b>training roadmap<\/b><span style=\"font-weight: 400;\"> (training plan) and <\/span><b>personal development<\/b><span style=\"font-weight: 400;\"> (development plan).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Link performance with <\/span><b>bonus, promotion and recognition policy<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Give public rewards to spread positive spirit in the organization.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A closed loop process will always have a feedback loop \u2014 from <\/span><b>evaluate \u2192 improve \u2192 develop \u2192 recognize<\/b><span style=\"font-weight: 400;\"> \u2014 to ensure continuous performance improvement.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Cach_do_luong_hieu_suat_nhan_vien\"><\/span><span style=\"font-weight: 400;\">How to measure employee performance<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Performance measurement is the foundation of any effective management system. However, there is no \u201cone size fits all\u201d model \u2014 each business needs to choose the method that fits its strategy, size, and culture.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are the four most popular models:<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_KPI-based_%E2%80%93_do_luong_theo_chi_tieu_dinh_luong\"><\/span><span style=\"font-weight: 400;\">1. KPI-based \u2013 measuring according to quantitative indicators<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This method focuses on <\/span><b>clear goals and measurable results<\/b><span style=\"font-weight: 400;\">KPIs help businesses track progress and results according to specific indicators such as revenue, output, conversion rate, costs, etc.<\/span><\/p>\n<p><b>When applying KPIs, it is important to note:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Only choose <\/span><b>3\u20135 key KPIs<\/b><span style=\"font-weight: 400;\"> for each position.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">KPIs must be directly linked to strategic goals.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It is necessary to set up an automatic measurement system to ensure accuracy.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"2_OKR_%E2%80%93_khuyen_khich_sang_tao_va_chu_dong\"><\/span><span style=\"font-weight: 400;\">2. OKR \u2013 encourage creativity and initiative<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">OKR (Objectives &amp; Key Results) is suitable for dynamic organizations that value innovation and speed.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Objective:<\/b><span style=\"font-weight: 400;\"> Goal oriented, inspirational.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Key Results:<\/b><span style=\"font-weight: 400;\"> Measurement results are expressed in specific figures.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For example:<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span> <b>Objective:<\/b><span style=\"font-weight: 400;\"> Improve customer experience.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span> <b>Key Results:<\/b><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase NPS to 80 points.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reduce customer response time to 30 minutes.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">OKRs are typically reviewed quarterly, giving employees the opportunity to proactively set goals and track their own progress.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Balanced_Scorecard_BSC_%E2%80%93_danh_gia_can_bang_toan_dien\"><\/span><span style=\"font-weight: 400;\">3. Balanced Scorecard (BSC) \u2013 comprehensive balance assessment<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">BSC measures performance not only through financial results, but also through <\/span><b>four core aspects<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Finance:<\/b><span style=\"font-weight: 400;\"> profit, revenue, ROI.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Client:<\/b><span style=\"font-weight: 400;\"> satisfaction, retention rate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Internal process:<\/b><span style=\"font-weight: 400;\"> production efficiency, defect rate, processing time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Learning &amp; Development:<\/b><span style=\"font-weight: 400;\"> skills, abilities, training.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">This model is suitable for large-scale businesses that need to ensure a balance between profit and sustainable development.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_360%C2%B0_feedback_%E2%80%93_danh_gia_nang_luc_hanh_vi_va_lanh_dao\"><\/span><span style=\"font-weight: 400;\">4. 360\u00b0 feedback \u2013 behavioral and leadership assessment<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This method is based on <\/span><b>multidimensional feedback<\/b><span style=\"font-weight: 400;\">: from superiors, colleagues, subordinates and even customers.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Suitable for management positions or jobs that are more <\/span><b>soft skills<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Helps develop leadership, communication and collaboration skills.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Should be combined with KPI to ensure both factors: <\/span><b>effectiveness and behavior<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">\ud83d\udc49 <\/span><b>Note:<\/b><span style=\"font-weight: 400;\"> Businesses should combine <\/span><b>quantitative measurement (KPI, BSC)<\/b><span style=\"font-weight: 400;\"> with <\/span><b>qualitative assessment (OKR, 360\u00b0)<\/b><span style=\"font-weight: 400;\"> to ensure results fully reflect employee performance and development potential.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Cach_tinh_hieu_suat_lam_viec_cua_nhan_vien_Cong_thuc_KPI_Vi_du_thuc_te\"><\/span><span style=\"font-weight: 400;\">How to Calculate Employee Performance: Formula, KPI &amp; Real-Life Examples<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">To evaluate performance transparently, businesses need to use specific indicators and clear formulas.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Cac_cong_thuc_pho_bien\"><\/span><b>Popular recipes<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>% KPI Completion = (Actual \/ Target) \u00d7 100%<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\"> \u2192 Evaluate the level of achievement compared to the plan.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Productivity Index = Output \/ Execution Time<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\"> \u2192 Reflects work productivity over time.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Revenue per Employee = Total Revenue \/ Number of Employees<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\"> \u2192 Measure the economic value creation efficiency of each employee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Error Rate = (Number of errors \/ Total work) \u00d7 100%<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\"> \u2192 Measure quality and accuracy in work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customer Satisfaction Score (CSAT)<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\"> \u2192 Evaluate customer experience, often through surveys (1\u20135 or 1\u201310 scale).<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Vi_du_thuc_te\"><\/span><b>Real life example<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Let&#039;s say a sales person achieves 120 million in revenue\/month on a target of 100 million.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> \u2192 <\/span><b>% Completed KPI = (120\/100) \u00d7 100% = 120%.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">If the Sales department has 10 employees and total revenue reaches 1.2 billion\/month \u2192 <\/span><b>Revenue per employee = 120 million\/person.<\/b><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Cac_cong_cu_quoc_te_pho_bien_khac\"><\/span><b>2. Other popular international tools<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Each performance management platform has its own advantages. Here is a detailed comparison:<\/span><\/p>\n<table style=\"width: 96.5187%; height: 288px;\">\n<tbody>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><b>Criteria<\/b><\/td>\n<td style=\"height: 24px;\"><b>EPM software<\/b><\/td>\n<td style=\"height: 24px;\"><b>Workday<\/b><\/td>\n<td style=\"height: 24px;\"><b>SAP SuccessFactors<\/b><\/td>\n<td style=\"height: 24px;\"><b>Lattice<\/b><\/td>\n<\/tr>\n<tr style=\"height: 48px;\">\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Product orientation<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">EPM (strategy \u2013 KPI \u2013 finance)<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">HRM (human resource life cycle)<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">HRM (enterprise-grade)<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Engagement &amp; OKR<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Main market<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Japan, Vietnam, APAC<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Global<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Large corporations<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">SME<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">User interface<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Excel-like, friendly<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Modern UI<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Web-based<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Modern UI<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Deployment<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">2\u20133 months<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">6\u20139 months<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">9\u201312 months<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">3\u20134 months<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">ERP\/HRIS Integration<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Yes, powerful via API<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Have<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Have<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Limit<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">KPI Automation<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">High<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Medium<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Medium<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Medium<\/span><\/td>\n<\/tr>\n<tr style=\"height: 48px;\">\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Real-time dashboard reporting<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Have<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Have<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Have<\/span><\/td>\n<td style=\"height: 48px;\"><span style=\"font-weight: 400;\">Have<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Implementation costs<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Flexible, suitable for Vietnamese market<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">High<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Very high<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Medium<\/span><\/td>\n<\/tr>\n<tr style=\"height: 24px;\">\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">Average ROI<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">3\u20136 months<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">9\u201312 months<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">12\u201318 months<\/span><\/td>\n<td style=\"height: 24px;\"><span style=\"font-weight: 400;\">6\u20139 months<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"3_Tieu_chi_lua_chon_phan_mem_quan_ly_hieu_suat_phu_hop\"><\/span><b>3. Criteria for selecting suitable performance management software<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When choosing a tool, businesses need to consider the following criteria:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Ease of use:<\/b><span style=\"font-weight: 400;\"> Friendly and logical interface, allowing users without IT skills to operate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Integration:<\/b><span style=\"font-weight: 400;\"> The software needs to connect to ERP, HRM, CRM to automatically synchronize data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Analytics:<\/b><span style=\"font-weight: 400;\"> Has intuitive dashboard, allowing data to be drilled down by department, region, and time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Cost &amp; ROI:<\/b><span style=\"font-weight: 400;\"> Ensure reasonable costs and short payback period (3\u20136 months is ideal).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Scalability:<\/b><span style=\"font-weight: 400;\"> The software must be able to respond when the business expands or adds branches.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"So_sanh_EPM_vs_HRM_vs_Excel_trong_quan_ly_hieu_suat_lam_viec\"><\/span><span style=\"font-weight: 400;\">Comparing EPM vs HRM vs Excel in performance management<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In the journey of digital transformation of performance management, businesses often stand between three choices: <\/span><b>Excel<\/b><span style=\"font-weight: 400;\">, <\/span><b>HRM system<\/b><span style=\"font-weight: 400;\">, or <\/span><b>EPM (Enterprise Performance Management) solution<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> Each tool has its own scope and value, depending on the complexity of your operating model and data analysis needs.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Criteria<\/b><\/td>\n<td><b>Excel<\/b><\/td>\n<td><b>HRM<\/b><\/td>\n<td><b>EPM<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Scope of use<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Individual and small group measurement<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Human resource management, timekeeping, salary and bonus<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Strategic alignment \u2013 KPI \u2013 finance \u2013 performance<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Automation<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Low, hand input<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Average (HR workflow)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">High, ERP\/HRIS integration, real-time update<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Analytical ability<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Limited, manual<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Basic HR Analysis<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Forecasting, scenario modeling, variance analysis<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Governance<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Error-prone, duplicate versions<\/span><\/td>\n<td><span style=\"font-weight: 400;\">User-specific security<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Detailed authorization management, version control<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Scalability<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Limited when scale &gt;100 employees<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Good at HR<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Expanding across departments, units, and the entire corporation<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Implementation costs<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Short<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Medium<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Flexible, fast ROI (3\u20136 months)<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Suitable for<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Small business, few KPIs<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Businesses want to digitize human resources<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Businesses moving towards integrated financial and performance management<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>Comments:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Excel<\/b><span style=\"font-weight: 400;\"> Suitable for small organizations that need quick tracking. However, when the number of employees is &gt;100, the risk of errors, duplicate data and lack of updates will increase.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>HRM<\/b><span style=\"font-weight: 400;\"> Focus on HR processes (recruitment, timekeeping, payroll), little support for KPI calculation or performance planning.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>EPM<\/b><span style=\"font-weight: 400;\"> l<\/span><span style=\"font-weight: 400;\">at a higher level: <\/span><b>Linking KPI \u2013 strategy \u2013 actual results<\/b><span style=\"font-weight: 400;\">, automated measurement and forecasting, suitable for businesses that require in-depth analysis and data-driven decision making.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Danh_sach_KPI_quan_trong_cho_quan_ly_hieu_suat_doanh_nghiep\"><\/span><b>List of important KPIs for business performance management<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The KPI (Key Performance Indicators) system is the \u201cbackbone\u201d of performance management. An effective set of KPIs must <\/span><b>Link from corporate strategy \u2192 departmental goals \u2192 individual actions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Cau_truc_he_thong_KPI\"><\/span><b>1. KPI system structure<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Organizational KPIs:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue \/ Net Profit<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Operating Margin<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Market share growth rate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Forecast Accuracy<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ROI of a project or product<\/span><\/li>\n<\/ul>\n<p><b>Departmental KPIs:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Departmental Goal Achievement<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">On-time Task Completion<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cost-to-Revenue Ratio<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employee Turnover Rate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Customer NPS (Net Promoter Score \u2013 customer satisfaction level)<\/span><\/li>\n<\/ul>\n<p><b>Individual KPIs:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revenue per Employee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Error Rate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Productivity Index<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Customer Satisfaction Score<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training Hours per Employee (Average Training Hours)<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"2_Phan_loai_nhom_KPI_chinh\"><\/span><b>2. Classify main KPI groups<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Financial KPIs:<\/b><span style=\"font-weight: 400;\"> revenue, profit, ROI, cost\/revenue ratio.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Operational KPIs:<\/b><span style=\"font-weight: 400;\"> productivity, process efficiency, completion rate.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Customer KPIs:<\/b><span style=\"font-weight: 400;\"> NPS, retention rate, response time.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee KPIs:<\/b><span style=\"font-weight: 400;\"> engagement score, turnover rate, training &amp; development.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">An effective KPI system should have <\/span><b>outcome balance<\/b><span style=\"font-weight: 400;\"> and <\/span><b>input\/process<\/b><span style=\"font-weight: 400;\"> to ensure sustainable performance.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Theo_doi_KPI_bang_EPM\"><\/span><b>3. Track KPIs using EPM<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">EPM helps businesses:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automatically synthesize KPI data from ERP, HRM, CRM.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Display <\/span><b>real-time dashboard<\/b><span style=\"font-weight: 400;\"> at organizational - departmental - individual level.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Warning when KPI deviates from threshold or fails to meet progress.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Allows FP&amp;A and HRBP to generate automated reports with just a few clicks.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A clear KPI system, measured and tracked using an EPM platform like EPM. <\/span><span style=\"font-weight: 400;\">will help:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Improve transparency in assessments.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Link strategic goals to actual performance.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Optimize resources and operating costs.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase motivation, reduce conflict in the organization.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Cau_hoi_thuong_gap\"><\/span><span style=\"font-weight: 400;\">Frequently asked questions<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"1_Quy_trinh_quan_ly_hieu_suat_gom_nhung_buoc_nao\"><\/span><b>1. What are the steps in the performance management process?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The standard performance management process consists of 5 steps: <\/span><b>Plan \u2192 Set goals (SMART) \u2192 Measure and collect data \u2192 Evaluate and feedback \u2192 Develop &amp; recognize<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> Some businesses add an additional \u201cContinuous Monitoring\u201d phase with KPI dashboards to ensure continuous improvement and early detection of bottlenecks.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Cach_tinh_hoan_thanh_KPI_nhu_the_nao\"><\/span><b>2. How to calculate % to complete KPI?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Standard formula: <\/span><b>% Completed KPI = (Actual value \/ Set target) \u00d7 100%<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> For example: Monthly sales target is 100 million, achieved 90 million \u2192 % completed = 90%.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>3. How is KPI different from OKR?<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>KPI<\/b><span style=\"font-weight: 400;\">: are specific performance measurement indicators, linked to quantitative goals (target-driven).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>OKR<\/b><span style=\"font-weight: 400;\">: combination of <\/span><b>Objective<\/b><span style=\"font-weight: 400;\"> (inspirational goals) and <\/span><b>Key Results<\/b><span style=\"font-weight: 400;\"> (quantitative results), more flexible, encourages creativity and continuous feedback.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> \u2192 KPI focuses on \u201chow much is achieved\u201d, while OKR focuses on \u201cwhat is the direction and progress\u201d.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"4_Co_nen_dung_phan_mem_nhu_EPM_de_danh_gia_hieu_suat_khong\"><\/span><b>4. Should software like EPM be used to evaluate performance?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Yes. Software like EPM. <\/span><span style=\"font-weight: 400;\">help automate processes, reduce manual operations and increase transparency.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Data is updated in real-time from ERP, HRM, CRM systems \u2014 helping managers evaluate more objectively, quickly and accurately than Excel or subjective assessments.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"5_Lam_sao_dam_bao_cong_bang_trong_danh_gia_hieu_suat\"><\/span><b>5. How to ensure fairness in performance appraisal?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Justice comes from <\/span><b>data transparency and clear measurement standards<\/b><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Businesses should:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Set KPIs associated with job descriptions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Publish measurement criteria and weights before the evaluation cycle.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use an EPM system with automatic tracking and audit trail to eliminate subjectivity.<\/span><\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"6_Cach_ket_noi_du_lieu_ERPHRIS_vao_dashboard_hieu_suat\"><\/span><b>6. How to connect ERP\/HRIS data to performance dashboard?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In Bizzi EPM, data connection is done through <\/span><b>API or automatic file sync<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ERP provides financial, production, and cost data.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">HRIS provides human resource data, timekeeping, training.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">CRM provides customer and sales data.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">The system automatically synchronizes KPIs, updates dashboards and alerts when there are fluctuations.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Trien_khai_he_thong_quan_ly_hieu_suat\"><\/span><span style=\"font-weight: 400;\">Implementing a performance management system<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A performance management system only truly creates value when it is strategically implemented, results are measured, and user acceptance is achieved.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Lo_trinh_trien_khai_6%E2%80%9312_tuan\"><\/span><b>6\u201312 week implementation roadmap:<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ol>\n<li><b> Readiness assessment<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\"> Assess current situation: tools in use, KPI maturity, data sources.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"> Identify the gap between target and reality to guide system configuration.<\/span><\/li>\n<li><b> Pilot<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Deploy to 1 department (usually Sales or Finance) to test KPI model, dashboard features, and review process.<\/span><\/li>\n<li><b> Refine metrics<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Adjust KPI weighting, report formats, and approval processes based on pilot results.<\/span><\/li>\n<li><b> Full rollout<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Expand across the enterprise, set up <\/span><b>review cadence (monthly\/quarterly)<\/b><span style=\"font-weight: 400;\"> and two-way feedback process between employees and managers.<\/span><\/li>\n<li><b> Training &amp; Adoption<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Organization <\/span><b>Manager Workshops<\/b><span style=\"font-weight: 400;\">, release <\/span><b>user guides<\/b><span style=\"font-weight: 400;\">, provide <\/span><b>Excel templates<\/b><span style=\"font-weight: 400;\"> compatible with the system <\/span><b>Bizzi EPM<\/b><span style=\"font-weight: 400;\"> to increase the level of familiarity.<\/span><\/li>\n<li><b> Governance &amp; continuous improvement<\/b><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Decentralization <\/span><b>data owners<\/b><span style=\"font-weight: 400;\">, organization <\/span><b>KPI calibration sessions<\/b><span style=\"font-weight: 400;\"> to ensure fairness and consistency across departments.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">Regularly review and improve KPIs according to new business context.<\/span><\/li>\n<\/ol>\n<h2><span class=\"ez-toc-section\" id=\"Ket_luan\"><\/span><b>Conclude<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">One <\/span><b>enterprise performance management process<\/b><span style=\"font-weight: 400;\"> Effectively helps businesses measure accurately, connecting strategy - finance - people.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From defining KPIs to implementing EPM software.<\/span><span style=\"font-weight: 400;\">, businesses will move from \u201cassess later\u201d to \u201cforecast and act ahead\u201d.<\/span><\/p>","protected":false},"excerpt":{"rendered":"<p>In the age of data-driven businesses, performance management is more than just an employee evaluation tool \u2014\u2026<\/p>","protected":false},"author":37,"featured_media":999979196,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[54],"tags":[],"class_list":["post-999979195","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-so-tay-ke-toan"],"acf":[],"_links":{"self":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979195","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/users\/37"}],"replies":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/comments?post=999979195"}],"version-history":[{"count":5,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979195\/revisions"}],"predecessor-version":[{"id":999980441,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/posts\/999979195\/revisions\/999980441"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/media\/999979196"}],"wp:attachment":[{"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/media?parent=999979195"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/categories?post=999979195"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bizzi.vn\/en\/wp-json\/wp\/v2\/tags?post=999979195"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}