Questions related to Key Performance Indicators
I am trying to build models for Open Radio Access Network (O-RAN) use cases such as traffic steering, load balancing, and Quality of Service (QoS) prediction. My aim is to monitor network, cell, and User Equipment (UE) performance continuously and adapt policies using AI/ML algorithms. For real-time acquisition of Key Performance Indicators (KPIs) and sending back control inputs, what steps should I follow? I am presently utilizing NetSim but am open to suggestions for any other effective tool or simulation software. Thank you.
For implementing a Master Data Management (MDM) System for an Insurance Regulator, what should be the Key Performance Indicators (KPIs) during implementation and during operations?
Why is the current research seemingly lacking novelty and having low average citation index? Are there any standardized post publication indicators of scoring the conceptual creativity of a researcher and monitoring the contribution of published research towards solving the existing problem(s)?
Dear Friends I know this question is bit confusing, but my request to all, please share your views.
Can we add,
Keep leadership Informed
Keep people involved
Keep people Inspired Keep people integrated Keep people interactive Keep people independent
Kept promises indicator
Keep People Impressed
I am writing my BA thesis about the impact of CRM on the financial performance of tourism industry companies. Therefore I am looking for literature in this field, specifically about the use of CRM within the marketing mix, different financial KPIs and also about measurements which can be taken to increase the financial performance.
I am very thankful for any literature recommendations.
Thank you in advance.
A dashboard is a data visualization tool that tracks, analyzes, and displays KPIs,(Key Performance Indicators) metrics, and important data points. Dashboards empower organizations to make more informed decisions. How else can we make data-driven decisions?
How can I validate a questionnaire for a small sample of hospitals' senior executive managers?
-I performed a systematic review for the strategic KPIs that are most used and important worldwide.
-Then, I developed a questionnaire in which I asked the senior managers at 15 hospitals to rate these items based on their importance and their performance at that hospital on a scale of 0-10 (Quantitative data).
-The sample size is 30 because the population is small (however, it is an important one to my research).
-How can I perform construct validation for the items which are 46 items, especially that EFA and CFA will not be suitable for such a small sample.
-These 45 items can be classified into 6 components based on literature (such as the financial, the managerial, the customer, etc..)
-Bootstrapping in validation was not recommended.
-I found a good article with a close idea but they only performed face and content validity:
Ravaghi H, Heidarpour P, Mohseni M, Rafiei S. Senior managers’ viewpoints toward challenges of implementing clinical governance: a national study in Iran. International Journal of Health Policy and Management 2013; 1: 295–299.
-Do you recommend using EFA for each component separately which will contain around 5- 9 items to consider each as a separate scale and to define its sub-components (i tried this option and it gave good results and sample adequacy), but am not sure if this is acceptable to do. If you can think of other options I will be thankful if you can enlighten me.
I have a survey rating as follows, that eventually have to be included in my division KPI:
Rating 1: 0-19%
Rating 2: 20-39%
Rating 3: 40-85%
Rating 4: 86-97%
Rating 5: 98-100%
In my company KPI, they use the following scale:
KPI Rating 1: <90%
KPI Rating 2: 90-95%
KPI Rating 3: 96-105%
KPI Rating 4: 106-119%
KPI Rating 5: equal and more than 120%
Someone else suggested the following counter proposal range on the basis that minimum target is 85%:
KPI Rating 1: 0-76%
KPI Rating 2: 77-81%
KPI Rating 3: 82-89%
KPI Rating 4: 90-97%
KPI Rating 5: 98-100%
I am unsure whether these two scales can be aligned. How do I align these 2 scales?
I'm currenlty writing my bachelor's thesis about the impacts of COVID-19 on the hotel sector in Germany, with the goal of developing a training manual for hotel management and entrepreneurs on how to cope with future pandemics.
One of my sub RQs is: What is the correlation between hotels responses to the pandemic and their occupancy rates?
How can I answer that questions if the hotels responses are based on qualitative data (interviews about entrepreneurial behaviour, e.g. one hotel said that in order to cope with the pandemic they increased their social media presence and improved their online appearance) and the occupancy rates are quantitative data?
Basically, my goal is to support my recommendations - which will be a training manual for hotel management and entrepreneurs on how to cope with future pandemics - by saying Hotel A did this and their occupancy rate increased (I'm obviously aware that correlation doesn't mean causation and this will also be one of the major limitations of my research, only using one hotel KPI).
Does your research institution have a KPI for your performance that measures the number of applications you submit?
The European Physical Sciences Research Council has a repeatedly unsuccessful applicant label, which if applied, results in an applicant being limited to 1 submission per year. See: https://epsrc.ukri.org/funding/applicationprocess/basics/resubpol/rua/
The aim of that policy is to protect evaluation resources from submissions that are possibly submitted to satisfy a requirement that an academic demonstrate that X applications have been submitted in a period. Possibly, grant funding policies that specify font size, word count etc are aimed at the same end.
What does your institution do, if anything, to address the concern about evaluation resources?
Hello everyone! I have just started a Master programme in Business Intelligence and I need your help.
I am currently writing my problem statement proposal for my final thesis and I am a little bit confused. My initial idea was that of analysing KPI (key performance indicators) in football, and trying to understand how reliable they are and how much do they reflect reality. An extra idea was that of developing a prototype index that may include different additional factors etc.
After a first contact with my supervisor, he (and then me) realised that it is possible that my thesis will not bring anything new, mostly because there are plenty of infos on the internet regarding my subject. He proposed to investigate more in depth..
There are two ideas that now are running into my head, and I would like to know your opinion.
1. Develop a KPI based on Braveness/courage/(additional synonyms). This may be an interesting subject, especially when defining the variables we should take into consideration. It is a little bit scary so I was wondering if you have any idea on what your path would look like if you were the ones that had to investigate in the matter.
2. The influence a yellow card can have on a player / team / match.
These are the ideas I had to make my thesis more "unique". What are your thoughts? Additional topics (also related to VAR, especially considering that it is a novelty to be discovered) or further considerations are well appreciated.
as to my supply chain thesis I am interested in supply chain performance, KPI tree and business intelligence
Can you help me in finding some papers that talk about the costs that performance measurement process generates.
For example: the cost of implementing specific PM frameworks, systems or the labour spent to measure performance.
I want to do a cost-result analysis to discover whether small companies have to implement sophisticated PM systems or simple KPI based recommendations are enough.
Does anyone know latest publication results concerning the IT KPI "number of IT-employees divided by all employees, and this per industry and p.a.? Can we see the rising importance of digital transformation per industry in these data? Are there country comparisons for 2015-2020?
I need to identify the KPI's for the technology transfer on the basis of the skill and raw materials. I want to know what are the key performance indicators for shifting any technology from one place to another places by focusing on two main constraints i.e. skills of workers and raw materials.
I'm working on methodology of transforming existing organization for manufacturing companies. Could you please guide me on how to approach the following questions:
1. How to split task between operational routines (repetitive tasks, business as usual) and dynamic routines (transformations, NPD, innovation etc.) for different functions (sales, manufacturing, HR, etc.)?
2. How to calculate optimal number of people involved into each type of activities in different functions (e.g. dynamic routines in sales)?
3. How to approach motivation for different combinations of task types and functions? What KPI or other ways of performance control should be used for each of these combinations?
Thank in advance!
I have set of questions of key performance indicators (KPIs) for academic performance of different colleges and program of my university. All the responses on each item are in number (File attached). My organization wants me to measures construct validity of the KPIs. I thought of factor analysis but ended up being perplexed and not sure if factor analysis will truly answer my questions. I did literature search and found most of the literature reported only content validity. Any help in this regard? How can I measure VALIDITY of the KPIs?
I am focusing on various profitability, efficiency, leverage and liquidity ratios over time. 5 years before and 5 years after the M&A
I'm focusing on the 5 biggest M&A: Daimler Chrysler, Fiat Chrysler, VW Porsche, Renault Nissan, and Tata Jaguar Land Rover.
I want to build a regression model, but don't know what my independent variable can be? I was thinking I could use the dummy as an independent variable, but have no idea if this can be the main independent variable?
Furthermore, I would love to have some advice regarding what control variables I should pick.
Any help is appreciated, or any advice to change my course of writing or data collection would be appreciated. Thank you.
I am conducting a research on KPI's for advertising effectiveness, and the first step is to find out which of 3 metric independent variables strongest determine brand awareness (being my one dependent variable). Even though I have millions of impressions measured, the data is only on ad-level, meaning that I have in total 15 rows in my dataset.
When I the importance of the different IV's, they turn into a DV for a new model in which I look at different advertisements.
My question is, how to deal with this small sample? I know I can do a non-parametic test or use bootstrapping. But I was wondering if there are any other ideas?
KPIs are the indicators to measure the success of any project. To submit a project it is essential to provide a list of KPIs. In case of academic research project which factors(KPIs) should be considered. Please let me know in details.
What are the best Key Performance Indicators for the value and measurement of Return on Data investment?
In organizations, innovation teams try to fuel the future of a company by generating innovations that advance the attractiveness of the existing product portfolio. However, it is often hard for innovation / R&D / NPD teams to demonstrate their value to other internal teams with „hard numbers“.
Therefore, which methods / scales / metrics / KPI's do you know to measure innovation success in order to assess the value of an innovation team WITHIN an organization?
Thanks in advance for your ideas and comments!
functional reliability of fleet of passenger trains is usually reported in terms of mean distance between failures (MDBFs). Though, through analysis its found that this KPI is very rigid and not adequate to explain reliability.
could you please suggest some research papers / case studies those shed light in this context and able me to understand the limitation of this KPI.
shall be grateful to you.
Disruptive technologies like cloud, IOT, analytics, ML, RPA and block chain are changing the businesses globally. They are bringing about fundamental changes to the ways in which organizations work and making job of CIO ever more challenging. I am trying to find how organizations are adapting to need of changes to enterprise architecture, business processes, COE, KPI and SDLC.
I am looking for a proper software which will allow me to gather monthly data from different people. The tool must send them monthly reminders automatically via email to fill the data, and then the tool automatically analyses the whole data set for me?
Well, I thought about debriefing practices and technologies, especially the data acquisition. The existing material is presented by several video recordings of board game session. But decoding cam videos of game sessions is very labour intensive... Our objective is extracting the "game KPI" (just few values for each player) during the session. May be somebody knows the tools, methods or alternative formats of debriefing? May be software for automation?
Five cycles: setting objectives, measuring performance, feedback, reward and amendments based on performance. Key performance indicators such as publications, knowledge of subject, team work, etc.
I'm looking for information on best practices in tourism used in megacities that are broadly recognized tourist destinations. Any recent data (both qualitative& quntitative) on tourist services and products offered by the city; tourist ifrastructure; tourist attractions and routes; information support for tourism; city brand promotion; networking and stakeholder relationships (investors, public and non-profit organizations, volunteers, sponsors, commercial partners, experts); interaction between tourists and local communities; ensuring the safety of tourists; KPI used by city administrations, etc.
Is there any system of criteria for best practices in this field?
I'm interested in finding out some examples of KPIs (Key Performance Indicators) in a Nursing Education Department.
Any help would be thankfully received.
I have been selected for the Quality Commission of my university, and we will start preparing internal evaluation report soon. However, a revision will be necessary about the strategic plan of the university and the KPIs for monitoring internal quality (education, research and administrative quality). I recently read a paper and there was an interesting example about determining stragey based on KPIs rather than vice a versa. This actually made sense since main KPIs are already fixed/widely used on national/international levels (like qualification frameworks, and policies of central higher education commissions), and many HEIs do not have the autonomy or the power to change these expectations. So here is the question: Is it better to determine strategy based on pre-established KPIs when compared to determining KPIs based on strategy?
Currently I am doing my thesis for a non-asset based logistic company at its import department on how to optimize the work process in order to improve the productivity level. The framework that I will be using are:
Business process mapping
Are there more models which I can use?
I am a student in management studying implementation of operational excellence in manufacturing.
Would you be so kind to indicate case studies, academic journal articles or other sources which could clarify costs (and potential drawbacks) of implementing OpEx and what benefits it could bring (quality, reliability, safety improvements, etc.)?
Many thanks in advance!
Is there a general agreement on how to tell if a manufacturing system is efficient or not ?
performance measurement, performance management, multinational companies, key performance indicators.
Am trying to identify most commonly used key performance indicators by different operators in rail industry around the world for measuring reliability performance of rolling stocks.
Key Performance indicators are very important for measuring performance and progress toward our goals.
How we can develop them.
I am asking this question here on research gate as I think there are a lot of experts out there in this field like you, so it would be an honor if you could share your thoughts about my questions. :)
Currently I am writing my Bachelor's Thesis and I would need to know whether there is an existing model that makes it calculable how KPIs and PIs affect the EBIT of a company or not.
Furthermore it would be interesting to know how to deal with the uncertainty of the effects of KPIs and PIs (e.g. if it is only possible to assume certain future values/effects)
To illustrate what I mean: Some KPIs may are obvious in terms of how they affect the EBIT, but what is with KPIs that are more soft KPIs where it is difficult to find out what the real effects will be?
First of all I would really like to thank you for every answer. If anyone needs further detailed explanation about my questions than just ask and I will answer it.
In response to national accreditation body we are required to complete course specification (syllabus) for each program in a special form and we have to complete one section includes: goal and objectives, strategic goals and key performance indicators and most importantly to show alignment between them
Recruitment can vary hugely between centres and between individuals carry out the recruitment. Clearly, the number of people recruited is the ultimate measure of success, but we wondered if there were any measures that may be used to assess the process? For example, maintaining eye contact, the length of the consultation, etc etc
Recruitment training is frequently delivered, but we wondered if evidence based at all?
The overiding priority of my work is to deliver effective solutions that resolve healthcare service delivery problems and to make things work better.
However, two recurring barriers to the success of that 'fixing' process is the pervasive view that innovation and diversity are 'positive performance indicators'.
Yet, fundamentally 'innovation' is about doing something new or in a new way and 'diversity' simply refers to an environment that contains several differences.
The following is an example of the common responses whilst conducting during the front end problem resolution research which I term 'establish the facts due diligence').
Investigator's question: Why were these actions / strategies were followed?
Staff / Section Team Response: These are innovative and promote diversity.
Investigator's question: Was an assessment / evaluation done to assess the likely effectiveness of said innovation and diversity actions?
Staff / Section Team Responses vary along these lines: We don't understand what you mean / We don't look at from that angle / Why / This is based on the latest research.
The sense I often glean from these types of situation is that there is a desire and a higher value placed on being seen to be innovative and a champion of diversity rather than effective.
Any and all constructive is welcome
usually in syllabus, course specification and block book we write intended learning outcomes, at the end of delivering the unit or course students we have to see whether students achieved what we had planned for the or not
one measure is direct assessment (exam) but we are required to use related KPI
For every industry, there are some important Key Performance Indicators, called KPIs, which can be considered as criteria for process efficiency, perfiamcnce and efficacy.
My question refers to identification of most relevant KPIs in gas processing industry, mainly those that point to production, sweetening, energy consumption, operation, etc. If any one has an experience on this subject to share with me, or has any document (paper, report, book, powerpoint, etc.), I'd appreciate to receive them.
OEE (overall equipment effectiveness) is Key Performance Indicator to measure performance of manufacturing system in Total Productive Maintenance implementation and also can be used for decision support system for priority improvement in the production line.
Is there any scale to measure the performance of employees as well as the performance of the management in the organization. Is there any way or mean to measure the performance? performance and the efficiency are the same thing? any relation or co relation among performance, efficiency and effectiveness? honesty is performance or just ethics ? more amount of work responsibilities lead to more number of failures and less work burden having less chances of failures , so performance of person with more responsibilities is measured on which parameters?
How annual confidential reports (ACRs) of employees in public sectors could be replaced with performance appraisal system or any other innovative system that can replace ACR system?how and why its more appropriate / relevant?
The top management in any organization are the key persons and they are the leaders .But public sector's top management is not gauged and their performance is not measured , no policy exits to monitor or control the performance of top management....its so strange as top management are the real leaders but there is no control over them....
I want to get all of you to please contribute with personal experience in this performance management system innovations and reforms ....
I work with sustainability impact assessment, in particular Economic and Environmental impact assessment of industrial systems' design.
Plenty of KPIs exist for such purposes, and the risk of selecting too many KPIs and/or not the right ones to properly assess/compare the cases in analysis (whichever they may be) exist in companies.
Are there any methodologies/guidelines that support stakeholders in the generation/selection of the KPIs that fit their needs best?
In addition to this, which tools beyond a measurement given by a KPI can be considered within the decision making process?
I'm looking for a familiar guys with Open IMS core. Actually i wanna define a new authentifcation scheme for IMS network. so for performance evaluation purpose i'm gonna use the OPen IMS core with IMS bench SIpp.
can any one guide me what are the main files to edit in Open IMS core in order to define a new auth scheme
A lot of thanks
I am looking for significant key performance indicators to measure digital marketing activities through which we can see financial impacts of these communication channels on business growth.
with the advent of the KPI in pharmacy its an era of the the customer satisfaction in the health care setting and all the hospitals are aspiring to be on top.
My goal is to propose a methodology to assess the economic and environmental impact of a new equipment/technology/production system in manufacturing or remanufacturing processes by using simulation and proper KPIs
- what are the potentials and the shortcomings in using simulation (discrete event simulation particularly) for this kind of research goal
- what are the alternative research methodologies (beyond that one above) to address this research goal.
I warmly embrace answers ranging from the sharing of experiences in this field to references, when clearly connected to the topic.
The key issue in successful management of outsourcing contract is to measure the performance of outsourcing service provider’s, to ensure that all the agreed outcomes are achieved.
I am currently researching KPIs and KPI Development for assessing the performance of wastewater treatment plants (WWTPs) in Ireland. I am curious to see what KPIs or KPI systems are in use around the world.
I have looked at both IWA and IBNET frameworks but I have not been able to ask anyone how they interact with KPI systems which they may use. If anyone has any experience on these systems or has any feedback from how they performed I would be very interested to hear their opinion. Many thanks.
My institution is developing a new knowledge management strategy. As part of the logframe and implementation plan, we are looking for new innovations in measuring knowledge.
It is well known that strategic people management is concerned with alignment of HR strategy with business strategy; and also shaping the desired behaviours among the employees that help operationalize the business strategy. How can this be done in actuality is the moot question. I wished to know, whether and how, taking the help of the Balanced Score Card framework, we can make use of KPIs ( Key performance indicators) in this regard?
When one measures hospital activity of individual clinicians, units, and departments, there is always the challenge of aiming for balancing workload. However, it is a known fact that there is a human level variation as regards speed, focus, and efficiency. Obviously, volume is not a measure of quality of care, for which we need key performance indicators. I am interested to know of evidence or experience whereby volume and quality can be effectively reconciled.