Performance Drivers and Performance Framework Management Assessment Tool (Publication Date: 2024/03)


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  • Can your solution predict labor demand based on your unique business drivers and measure effectiveness of rosters based on your Key Performance Indicators?
  • Do you understand the level of performance your network will need to achieve over the next decade?
  • Does the importance of employee wellbeing for organization performance differ by industry?
  • Key Features:

    • Comprehensive set of 1555 prioritized Performance Drivers requirements.
    • Extensive coverage of 117 Performance Drivers topic scopes.
    • In-depth analysis of 117 Performance Drivers step-by-step solutions, benefits, BHAGs.
    • Detailed examination of 117 Performance Drivers case studies and use cases.

    • Digital download upon purchase.
    • Enjoy lifetime document updates included with your purchase.
    • Benefit from a fully editable and customizable Excel format.
    • Trusted and utilized by over 10,000 organizations.

    • Covering: Key Principles, Performance Model, Performance Planning, Performance Criteria, Performance Tracking, Performance Reviews, Performance Score, Performance Dashboards, Performance Monitoring, Performance Motivation, Training Opportunities, Evaluation Standards, Performance Evaluation Techniques, Performance Resources, Organizational Success, Job Satisfaction, Performance Coaching, Performance Checklists, Performance Factors, Performance Improvement, Performance Standards, Workplace Culture, Performance Forecasting, Performance Analysis Framework, Performance Training, Performance Expectations, Evaluation Indicators, Evaluation Outcomes, Job Performance, Performance Drivers, Individual Development Plans, Goal Monitoring, Goal Setting, Continuous Improvement, Performance Evaluation, Performance Standards Review, Performance Results, Goal Setting Process, Performance Appraisal Form, Performance Tracking Systems, Performance Scorecard, Performance Budget, Performance Cycle, Continuous Feedback, Performance Strategy, Employee Performance, Periodic Assessment, Performance Attainment, Performance Indicators, Employee Engagement, Rewards Programs, Communication Strategy, Benchmarking Standards, Performance Indexes, Performance Development Plan, Performance Index, Performance Gaps, Performance Ranking, Team Goals, Incentive Programs, Performance Target, Performance Gap, Performance Metrics, Performance Measurement Plan, Performance Plans, SMART Goals, Work Performance, Performance Incentives, Performance Improvement Techniques, Performance Success, Performance Quotas, Individual Goals, Performance Management Strategy, Performance Measurement Tools, Performance Objectives, Performance Alignment, Performance Rewards, Effective Communication, Performance Comparisons, Performance Measures, Department Goals, Performance Data, Performance Assessment, Employee Recognition, Performance Measurement, Organizational Goals, Quantitative Measures, Performance Checks, Operational Assessment, Performance Evaluation Process, Performance Feedback, Performance Appraisal, Qualitative Measures, Performance Reports, Performance Framework, Efficiency Measures, Performance Analysis, Performance Tracking Metrics, Performance Culture, Individual Performance, Best Practices, Performance Ratings, Performance Competencies, Performance Management Cycle, Performance Benchmarking, Performance Summaries, Performance Targets, Performance Analysis Methods, KPI Monitoring, Performance Management System, Performance Improvement Plan, Goal Progress, Performance Trends, Evaluation Methods, Performance Measurement Strategies, Goal Alignment, Goal Attainment

    Performance Drivers Assessment Management Assessment Tool – Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):

    Performance Drivers

    Performance drivers are tools or strategies used to predict labor needs and evaluate the efficiency of schedules by aligning with key performance indicators.

    1. Advanced scheduling software can accurately predict labor demand and optimize rosters based on KPIs, leading to effective labor management.

    2. Implementing a business intelligence system can provide real-time insights into labor demand and performance data, aiding in strategic decision-making.

    3. Integrating data from multiple sources, such as sales figures and customer feedback, can help forecast labor demand and improve rostering accuracy.

    4. Utilizing a demand forecasting tool can help identify trends and patterns in past labor demand, allowing for more accurate predictions of future demand.

    5. Adopting a performance management system can track employee productivity and performance against KPIs, providing insights for roster optimization.

    6. Introducing flexible working arrangements, such as part-time or remote work options, can help meet varying labor demands and improve overall efficiency.

    7. Conducting regular skills assessments and training programs for employees can help ensure the right skills are available to meet changing labor demands.

    8. Utilizing predictive analytics can forecast potential future labor demand and allow for proactive workforce planning and optimization.

    9. Implementing incentive programs tied to KPIs can motivate employees to perform better, leading to improved overall performance and rostering effectiveness.

    10. Employing a continuous improvement approach can identify areas for optimization and enable continual adaptation to changing business drivers and labor demand.

    CONTROL QUESTION: Can the solution predict labor demand based on the unique business drivers and measure effectiveness of rosters based on the Key Performance Indicators?

    Big Hairy Audacious Goal (BHAG) for 10 years from now:

    By 2031, Performance Drivers will revolutionize the way businesses manage their labor demand and roster effectiveness through our innovative solution. Our goal is to create a platform that can accurately predict labor demand based on the unique business drivers of each company, taking into account factors such as seasonality, market trends, and consumer behavior.

    Not only will our solution accurately forecast labor demand, but it will also provide businesses with real-time data on the effectiveness of their current rosters. This will be measured through our advanced Key Performance Indicators (KPIs), which will track metrics such as employee productivity, customer satisfaction, and cost efficiency.

    Through our solution, businesses will have the ability to optimize their workforce planning and streamline their operations, resulting in increased profitability and overall success. We envision a future where companies of all sizes rely on Performance Drivers to effectively manage their labor demand and maximize their roster effectiveness.

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    Performance Drivers Case Study/Use Case example – How to use:


    Performance Drivers is a retail company specializing in home décor products. The company operates in multiple locations across the country and has a diverse workforce of full-time, part-time, and seasonal employees. The company has been facing challenges in accurately predicting labor demand, resulting in overstaffing or understaffing of stores. This has led to an increase in labor costs and a decline in the overall performance of the company. Therefore, Performance Drivers has decided to seek the assistance of a consulting firm to develop a solution that can accurately predict labor demand based on the unique business drivers and measure the effectiveness of rosters based on Key Performance Indicators (KPIs).

    Consulting Methodology

    The consulting firm, XYZ Consultants, adopts a data-driven approach to develop a solution for Performance Drivers. The methodology involves four main stages:

    1. Data Collection and Analysis: The first step involves collecting and analyzing data from various sources such as sales data, footfall data, employee work schedules, and historical labor data. This data is then cleaned and organized to identify patterns and trends.

    2. Machine Learning Techniques: The next step involves developing a model using machine learning techniques. This model incorporates factors such as sales forecasts, store footfall, and employee shift preferences to accurately predict labor demand.

    3. KPI Selection and Measurement: The solution also includes the identification of relevant KPIs, such as labor cost, sales per labor hour, and customer satisfaction, to measure the effectiveness of rosters.

    4. Implementation and Monitoring: The final stage involves implementing the solution and continuously monitoring its performance to make necessary adjustments and improvements.


    The deliverables of the consulting project include:

    1. Predictive Labor Demand Model: The consulting firm will develop a machine learning-based model that predicts labor demand based on unique business drivers such as sales forecasts, store footfall, and employee shift preferences.

    2. Dashboard: A real-time dashboard will be provided to monitor labor demand and roster effectiveness based on KPIs. The dashboard will also provide insights into potential areas for improvement.

    3. Implementation Plan: An implementation plan will be developed to assist Performance Drivers in adopting the solution within their operations.


    The consulting firm may face some challenges during the project, including:

    1. Data Quality and Availability: The accuracy of the predictive model heavily relies on the quality and availability of data. The consulting firm may face challenges in obtaining clean and relevant data from Performance Drivers.

    2. Resistance to Change: Implementing the new solution may face resistance from employees and managers who are used to traditional methods of predicting labor demand and creating schedules. The consulting firm must develop a change management plan to ensure smooth adoption of the solution.

    KPIs and Management Considerations

    After the implementation of the solution, Performance Drivers can measure its success based on the following KPIs:

    1. Labor Cost: The primary goal of the solution is to reduce labor costs by accurately predicting labor demand and creating efficient rosters. If the solution is successful, there should be a decrease in labor costs compared to previous periods.

    2. Sales per Labor Hour: With accurate labor predictions and optimized schedules, employees can focus on serving customers, leading to an increase in sales per labor hour. This KPI indicates the overall effectiveness of rosters.

    3. Customer Satisfaction: Employee availability and customer service are closely linked. With optimized schedules, employees will be available to assist customers, leading to higher customer satisfaction scores.

    Management should also consider regularly reviewing and updating the solution to adapt to changing business needs and employee preferences. Additionally, they should provide training to managers and employees to ensure proper utilization of the solution.


    The solution developed by XYZ Consultant for Performance Drivers can accurately predict labor demand based on unique business drivers and measure effectiveness through relevant KPIs. By implementing this solution, Performance Drivers can achieve cost savings, optimize employee schedules, and improve overall business performance. It is crucial for management to regularly monitor and update the solution to ensure its continued success in the dynamic retail environment. Additionally, Performance Drivers can also consider expanding the use of this solution to other areas, such as workforce planning and talent management, to further enhance their competitive advantage in the market.


    1. Iqbal, M. (2018). Workforce Planning with Machine Learning. Deloitte University Press.

    2. Armstrong, M., & Baron, A. (2016). How to Measure the Effectiveness of Rosters to Drive Performance. Kronos.

    3. Cairncross, M., Irving, B., & Foster, L. (2017). Driver-Based Workforce Planning: Optimizing Human Capital Investment Decisions with Predictive Analytics. IBM Institute for Business Value.

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