EFFECTIVE KPI DESIGN AND IMPLEMENTATION
From strategic goal-setting to sustainable performance for your organization
Is your organization facing these challenges?
- No standardized methodology to establish KPIs across departments and employee levels.
- Strategy-disconnected KPIs that become "ceremonial" metrics failing to drive actual performance.
- Absence of systematic cascading from organizational goals → departmental targets → individual objectives.
- Insufficient transparency in tracking and evaluation, causing friction between management and staff.
OBJECTIVE
- 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.