I think that it is hard to measure productivity of planning, but actually, good plan is the most important thing. Productivity of action is more measurable thing as there are results that can be measured.

The most interesting is measuring the productivity of some creative job, e.g. thinking about new idea or new product. How to measure productivity of this? The good start is measuring the number of ideas that first were ideas and now were released as a project or test project. It doesn’t matter if the project really shot, because one need to do a lot of mistakes before something will really work out.

Productivity has to be increased to enhance the overall profitability of a company. To improve productivity various measures are being adopted by business firms. The most common and effective method involves the automation of business firm which ultimately minimizes the tasks to its minimum and also cuts the labor cost to much extent. A fully automated firm can drastically improve the business productivity of a company. Much advancement in the field of productivity has been taken to measure productivity and to enhance the output accordingly. Few researches claim that raising the temperature of a workplace can profusely increase the efficiency of employee. Few experiments have also proved that well decorated work place with air conditioned environment drastically increases the stamina of employee. Increase in productivity not only counts for the benefit of that business organization, rather it also helps in achieving personal productivity of employees. Productivity has a direct effect on society as it influences the standard of living by providing a decent salary to the people. Productivity counts for the economic growth of a nation.

Labor working in an industry has a direct impact on productivity and sales. Output of a worker within a specified time limit is directly linked with the productivity. There are few aspects behind labor productivity that control productivity in true sense. Skill and creativity of labor involved in production is the key factor that determines labor productivity. Intensity, with which they work on for hours to produce the respective goods; and the relative efficiency of each labor, has always to be kept in mind to achieve maximum productivity.

The other aspect behind productivity is the perfect equilibrium that has to be maintained between quantitative and qualitative dimensions of product. Depending on the market conditions the demand and supply of goods always varies hence a perfect choice of output will always have to be maintained. A famous economist, Karl Marx gave a theory towards productivity which stated that a small physical output by a labor might create a large value while a large physical output might create a small value. He also suggested few theories to explain the concept behind rate of exploitation of man power to increase the productive forces to a great extent. Hence, owing to the above thesis it was proved that productivity of a firm is largely dependent on its labor and employees.

The HR department may be one of the silent departments that operate in the background of a business or organization. However, this does not mean that the HR department does not play a crucial role in achieving success for the business. This is because the HR department primarily focuses on hiring the very people that will shape and mold the business towards success. Thus, it comes as a must to measure the productivity of the department itself. And there are actually top 10 tips to measure productivity that can greatly assist you here.

However, before we do discuss these relevant tips, it would be better to understand first the very reason why HR productivity has to be measured. There are so many reasons underlying this facet in any business or organization.

What first comes to mind when you hear the phrase HR department? For the most part, people would probably think about the HR department being responsible for recruitment and selection for any given company. This is indeed one major responsibility of the HR department; however, it is most certainly not the only responsibility that the department has on its shoulders. Aside from recruitment, the HR department also focuses on payroll, compensation, benefits, employee relations, and other legal matters. These are very important aspects HR personnel deal with every single day for all the employees in the company.

These and more are just some of the reasons why it is very important to measure HR productivity. Here are some tips that can come in handy for this endeavor.

#1. Focus on percentage improvement in terms of productivity. This pertains to the money spent on people costs for every generated revenue in terms of dollar. Compare the improvement, if there is any, between the present year and the previous year.

#2. Focus on quality of recruiting. For this, you should check the performance appraisal of scores of the new hires. Just check for the average here. If a lot of new hires have been promoted to higher positions, then recruiting is of much quality here.

#3. Focus on retention. Is the turnover rate high or low? How is the performance turnover when it comes to key positions in the company?

#4. Focus on compensation and benefits. Check for the percentage outlining the employees’ pay that is quite risky, especially when based on job performance.

#5. Focus on employee relations. Determine the turnover percentage of the managers that are rated at the bottom of the pile. How are employee relations between these bottom-rated managers and the employees they handle?

#6. Focus on training and development impact ratio. Determine the difference between the employees who take jobs offered due to development opportunities and the employees who leave the company because of a lack of said opportunities.

#7. Focus on the give away or take away ratio with your competition.

#8. Focus on the impact of HR on the business results of the managers. A survey is conducted here where the overhead functions of all managers are ranked according to importance. This helps managers focus on business performance goals.

#9. Focus on HR expenses per employee. If expenses are at an all-time high without significant results, then HR productivity becomes questionable.

#10. Focus on employment brand strength. Another survey is conducted to check if the applicants do view the management practices of the company as positive.

We all know how important the productivity of employees in a certain workplace is. This is because the overall success of the company greatly relies on just how productive its employees are. And this is the primary reason behind the pressing need to measure, control, and improve employees’ productivity.

Measuring, controlling, and improving the productivity of your employees is not as easy as one may think. Organizations all over the world have long been trying to come up with concrete ways to measure the productivity of employees. This is quite hard because there are so many aspects of productivity that are quite difficult to quantify in the first place. However, over the course of time, many specialists and such have come up with what are known as Productivity Metrics, to accurately measure employee productivity.

So, what exactly are these metrics? And how do they measure productivity? The main thing to remember here is that for you to measure productivity accurately, you need to know a few things first. These include the purpose of such measurement, the method to be used for such measurement, and the desired result or outcome of the resultant action that will take place after such measurement. These technical terms translate to you having to know the reason behind measuring productivity, the method to use to measure productivity, and the desired outcome or course of action that will take place to address the results of the measurement. These are the underlying concepts behind productivity metrics.

To answer the question pertaining to purpose, you need to check the goals and objectives that the organization originally put up during its very foundation. As for the method of measurement, this would then be your very own productivity metrics already. These are the quantitative figures that you will be using to quantify and measure productivity. The resultant action, on the other hand, would depend on how far the organization is from realizing corporate goals and objectives. And because these productivity metrics are crucial for the success of the organization, then they can also be aptly termed as Critical Success Factors or CSFs.

With all of these aspects defined, the next logical step would be the implementation of the metrics themselves. For the metrics to be properly implemented, you should first identify each contributing element. These are: the metric’s name, the metric description, the measurement procedure, the measurement frequency, the threshold estimation, the current threshold, the target value, and the units. The metric name and its description show what needs to be measured. The measurement procedure explains how measurement would take place here, whereas frequency pertains to how often this measurement would take place. Threshold estimation focuses on the calculation of the thresholds of measurement. The current threshold, in the meantime, is the value rage within which the measurement is considered normal for the metric being measured. The target value pertains to the best value possible for the metric, while the unit pertains to the unit used in measuring the metric.

All of these aspects are put into play as part of the means to measure, control, and improve the productivity of employees. As long as these are properly put into place, there is much promise for the accurate measurement of productivity and for the development of appropriate solutions towards the improvement of productivity here.

Net earning of a company depends on its business productivity. Production and consumption are the two on going process that has to be dealt with utmost care to improve personal productivity of a company. Production of a company involves consumption of various immaterial and material inputs. An in-depth technological knowledge is required to combine the inputs of production in the process. There always exists a defined relationship between input consumed and the output made. A predefined function is the deciding factor in measure of productivity. A pure mechanism behind the economic growth of a company is defined by this production function. Increase in productivity input and the increased in productivity are the factors that has to be always followed to improve productivity of the entire business organization.

Increase in productivity is depicted by a shift in production function and the on going relationship between outputs upon input.
Based on the above clarifications, a formula can be constructed that will give the total productivity in accordance with rest of the factors.

Total productivity= output quality and quantity/input quality and quantity

The above formula measures the productivity as per the change in output per unit change in input, where the changes are all considered both quantitative and qualitative. Price and availability of goods are also the related factors that are kept intact while considering the overall changes with respective variables. To control productivity of a company, these changes play a very vital role.

Functionality of a company can be divided in several ways, but there are few factors depending on which the productivity function of a company varies abruptly. These are the subdivisions that are identified as main process, each one of which with a logic, objectives and key figures. Real process, Income distribution process, Production process, monetary process and market value process are the five key factors which as a whole measure and understand the functionality of production process.

Now days, computerization techniques are also being used to manipulate and control the productivity of a company. Gross domestic products, variation in market demand, distribution of work force, changes in output and input variables and rest of the factors can easily be manipulated with the help of computers, that too more accurately and precisely. There exist few hypotheses that productive gains are realized by computers only in long runs and immediate conclusive data can’t me made out. But this hypothesis has been proved wrong and computers are widely being used by various national and multinational companies in their productive gain.

It is very normal to want to find out if you are productive in any office setting. After all, you aim to be the best that you can be at your job, right? Also, you would want for your office to keep you under their wing, especially when your probation period is over. Thus, it would be utterly understandable for any employee to want to know if he or she is indeed productive in the work setting. So, how do you do this exactly?

First, it helps to determine just what you are best at in your job. Surely your job is entailed with a lot of different tasks and responsibilities that you need to complete every single workday. There are some professionals who are at their best performance during the morning office hours. On the other hand, there are workers who are at their most productive during the afternoons. If you want to know whether or not you are indeed productive in the office setting, then you should also determine when you are at your most productive at work.

Another way to determine if you are productive is to check if you do achieve daily goals and objectives. In any office setting, it actually helps to plot out your day with objectives and goals you intend to achieve. This way, you can have a schedule to adhere to every single work day. A strong indication of productivity is when you are indeed able to achieve these daily goals and objectives.

The third method associated with gauging your productivity involves knowing what matters in the office setting. You should know each and every aspect involved in ensuring the productive performance of your company. When you know the processes that do matter, then you can proceed to checking if you indeed do what it takes for these important things to take place. This is also one gauge in knowing if you are indeed productive at work.

Are you able to complete the biggest challenges you have to deal with in a workday effectively? Oftentimes, a lot of people put off the larger tasks and deal with the smaller ones first. This is a common practice in companies all over the world. However, it is actually a gauge of productivity as to whether or not you are able to deal with the bigger challenges early on.

Of course, what’s a workday without interruptions? Have you experienced gaining momentum in performing your tasks when you are suddenly interrupted by phone calls and office announcements? These and so many more can actually slow you down. However, if you are still able to pick up the case, regardless of the existence of these sudden interruptions, then you can very well consider yourself productive still. Here lies the skill of managing interruption, which is a must-have if you want to be as productive as possible in the workplace.

By bearing these tips mind, it will surely be easier for you to find out if you are productive in the office. If you determine certain weak points, then you can employ all means that you can to gain significant improvement for yourself.

Money is more often the not the best shut-upper, at least for the time being. Everyone is always in need for more money, regardless the status. If you can beat what the competition offers, it’s always a good sign. However, you will always have a limit, and if that limit has been reached or even before it has been reached, make sure you back the monetary rewards with other factors, like knowledge. The smart employee is always thirsty for knowledge.

Never box employees to what they signed up for. Foster growth with transparency, rewards, and constant communication.

In any type of business nowadays, the computer has definitely become quite the useful apparatus. This is the main reason why you can easily find a computer in any office setting, and even in the residential setting. And for the many people who use the computer day in and day out for activities pertaining to work, there is then a need to measure computer productivity. When you use your computer for long periods of time for certain roles and tasks to complete, there’s every chance for you to use your computer for purposes outside of your profession. When this happens, procrastination sets in, and you become less productive. This is the primary reason why one needs to measure his computer productivity. This way, you have an up and running system to remind you of the tasks and roles you originally set yourself to complete.

There are so many software applications and tools that can assist you in this endeavor. Self-examination is definitely needed when you aim to measure computer productivity. Of course, you can examine and measure computer productivity on your own by developing your very owns system. You can take down the time period it would take for you to complete certain tasks and activities, and compare span of time with those of other related tasks and activities. This would be a system that is close to satisfactory because you yourself know the tasks and responsibilities entailed in your job. You also would know what it would take to be productive in your job. However, without specific measurements and such, the system you develop just might not be “systematic” or “scientific” enough.

This can then be changed by the implementation of computer productivity measurement tools. The market is laden with such products offering all sorts of features and benefits. It is smart to get acquainted with these features so that you can see for yourself which particular application would suit your needs. All the same, here are the general features that you should look for in these applications.

Look for an application that makes use of units for its interface. When measuring productivity, it helps to know the units of the things you are measuring. Metrics should then be one of the features to look for in these software applications. Aside from metrics, you should also look for an application that comes with explanations for the computations and formulas it makes use in measuring computer productivity. This way, you can make sure that the computations and formulas employed in the system are indeed useful to your purpose. If these are not useful, then it would be better to go with an application that allows you to customize the computations and formulas being used. Your own needs would then be prioritized during the process of measuring computer productivity.

It would also help to look for an application that is user-friendly. Who would want to use an application that comes with complicated tabs and such, right? Now, to have better gauge and leverage when choosing from the many available applications, it is best to go with trial versions first. This way, you can test every feature offered by the applications, and weigh which is the best amongst them.

It is a fact that just cannot be discounted. There is indeed a need to measure productivity, especially when you are in the office setting. Remember that the contributions of each and every worker, as well as each and every piece of equipment and machine being used in the office, amount to the total success of the company as a whole. And when one particular aspect, whether this be man or machine, is not as productive as he, she, or it should be, then the business would be affected as a whole. Thus, it would be better to implement key metrics. There are key metrics one needs to know when measuring productivity.

The determination of these would depend on certain factors, namely: what the companies want to measure, what method or methods the companies would use to obtain these measurements, and what the course or courses of action the companies would employ once these measurements are obtained. The metrics might differ from one company to another. All the same, here are the factors entailed in establishing a foolproof system.

Metric’s Name and Metric Description

Of course, you need to identify what you want to measure, so that you can come up with the metric’s name. After identifying it, it would not hurt to give a brief description of the metric, to give an in-depth background on what it is all about.

Measurement Frequency and Measurement Procedure

These aspects concern the process or procedure on how the metric is to be measured, and how often this metric is to be measured. Frequency here actually gives you an idea on which metric is to be prioritized accordingly.

Threshold Estimation

When you measure certain factors of productivity, there are thresholds to be aware of, regardless of which factor you are measuring. These thresholds are basically the highs and the lows of measurement. Calculation of these thresholds should also be given attention, to make sure the process is not biased in any way.

Current Thresholds

Aside from threshold estimation, you would also have to determine the current thresholds that the metrics are now pegged at. This is actually the normal value range for each metric.

Target Values and Units

For each metric, there is a target value that you yourself would want to see achieved. This is actually the best possible value that a certain metric can be pegged at. The units here are the units that are used in the whole process of measuring the particular metric.

When you keep all of these aspects in mind, then you will surely have for yourself a productivity metric system that is unbiased and systematic. Best of all, when you break down your productivity levels into bits, you can then see for yourself the certain aspects that would need improvement for your business as a whole. Is it the production level that is not doing well? Or could it be Quality Assurance? What about the human elements in the equation? When the key metrics one needs to know when measuring productivity are at play, then productivity would certainly be optimized.