This course contains the use of artificial intelligence.

359 tools for KPI development in one course: 253 ready-to-use templates, procedures, question lists, checklists, matrices and formulas, 80 models and methods, 24 services and apps shown on screen, and 2 downloadable tool files.

Open a lecture, take the tool, use it on your own indicators.

Why KPI systems make things worse

A company measures what is easy to count. People start working for the number, and the result the number stood for gets worse. Recruiters paid for the number of interviews hold more interviews. Sales paid for new contracts forget old clients. A good indicator starts from the other end: what must go right for the strategy to work, and which few numbers tell you whether it does.

What changes after this course

You start from strategy and success factors, not from a list of metrics. Each indicator has a definition, a formula, a source and an owner. You have a few indicators instead of sixty. People who are measured took part in choosing the measures. The numbers are on a screen where everyone sees them. And pay is linked to them in a way that does not push people to game the system.

What is inside: 359 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 253 ready-to-use tools inside the presentations:
• 68 templates and sample documents: performance indicator database, KPI implementation project schedule, Balanced Scorecard, OKR scoring formula
• 53 step-by-step procedures and workflows: critical success factor identification, critical success factor metric mapping, KPI implementation, OKR cycle
• 46 question lists and scripts: KPI project CEO persuasion, metric discovery, strategic planning, OKR retrospectives
• 44 checklists: KPI quality, critical success factor quality, dashboard design, OKR quality
• 27 scorecards, rubrics and matrices: critical success factor strategic alignment, performance evaluation scale, salary increase matrix, performance and behavior matrix
• 15 formulas and metric sets: performance indicator metrics, workplace performance metrics, annualized turnover calculation, earned value metrics
• 80 models and methods explained with examples: Balanced Scorecard, Pareto principle, Management by Objectives, Objectives and Key Results
• 24 services and apps shown on screen, from a quick look to a detailed demo: Microsoft Power BI, Tableau, Lattice, Perdoo, 15Five, Jira, Carta and others
• 2 downloadable tool files: success factor influence mapping templates and a workplace performance metric map

Where the tools are

• KPI development core (5 sections, 68 tools). Strategy and success factors, buy-in, system design, dashboards and reporting, myths and failures. Both tool files are here.
• HR metrics and people KPIs (64 tools).
• Project management for KPI systems (91 tools). Case for change, stakeholders, scope, schedule, budget, roles, tracking, closing.
• Strategic planning and strategy sessions (48 tools).
• Incentive systems linked to strategy and KPIs (61 tools). Bonuses, commissions, long-term incentives.
• OKR implementation (53 tools).

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

I have made the classic mistake myself. As a manager I once measured recruiters by the number of interviews, and they started to hold as many interviews as possible. Then I changed it to the number of closed vacancies, and they began to push a stream of candidates to hiring managers. Only when I balanced speed, the hiring manager's satisfaction and the quality of assessment did I get the result I wanted. At Preply I saw the other side. The most important numbers of the company were on screens in the open space, and when one went red, everybody asked why. The purpose of any system of indicators is to prompt action.

How to use the course

Watch the first five sections in order: they take you from strategy to a working dashboard. Then open what you need next: people metrics, the rollout project, incentives or OKR. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 45 lectures across 11 sections, 20 hours
• 46 downloadable resources: 2 tool files and the lecture presentations
• 359 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take one team. Open the lecture on critical success factors and write down three things that must go right for this team with the success factor discovery checklist. Enrol now and start your first lesson today.