Segments in this Video

Measuring Workforce Performance (04:08)


The objective of every business is to maximize the performance of its workforce. Productivity is a means of measuring individual performance. HR Director Sue Swanborough states that despite the economic environment, her business continues to grow.

Labor Turnover (01:11)

Pradeep Jey, HR Commentator states that the more experienced and skilled the employees are, the more damaging it can be to the company when they leave. It is important to bear in mind when looking at employee turnover, that different types of jobs have different rates of turnover.

Absenteeism (02:30)

Human Resource Manager Karen Rider explains that it is important to keep a clear record of any days lost to absenteeism. This information could be used to determine absenteeism rates and lost time rates.

Lateness (00:40)

A higher than average rate of lateness may be a sign of a moral problem. HR Commentator Pradeep Jey gives an example of lateness due to a train strike. Productivity is expressed as the average number of units produced per employee.

Productivity (01:53)

Showing up for work and being productive are not the same thing. It is easy to measure production in an environment where the same product is manufactured all the time. It is more difficult to measure in the service industry.

The Public Sector (00:27)

Pradeep Jey states that measuring productivity becomes more difficult when targets are used. He cites an example of NHS waiting times. Quality of care is as important as quantity.

What the Figures Don't Tell You (01:07)

Pradeep Jey states that you always have to look past numbers and use several measures to cross check your results. He cites an example that if staff turnover is low, workers are content

Workforce Performance in Practice A Tale Of Two Factories (03:40)

The Elm Tree Road Factory got all new machinery. The older Lake End Factory was still in use, but disgruntled employees asked for new machines. There are older workers at the old factory and a higher absenteeism.

"Duvet Days"? (02:49)

Jez Martin states there is less flexibility when a company introduces new practices. Absenteeism is common when older employees are faced with changes. A lot of time is spent keeping old machines running at the older Lake End Factory.

Introduction To Remuneration (02:13)

Currency is only one method of motivating employees. HR Manager Karen Rider states that motivation to work is more about job satisfaction. Neil Walton, Managing Director at an insurance center explains that fulfillment and enjoyment in a job can mean more than cash.

Methods of Remuneration (03:25)

Time-based systems are based on time worked and often include clocking in and out. Employees are paid based on skill level and seniority. Learn the difference between hourly wages, salaries, and contract payment.

Methods of Remuneration: Commission (02:28)

Staff may be paid a base wage and a percentage of sales the company generates. Learn about the advantages and disadvantages of this payment type. A bank scandal exemplifies how a company's reputation can be damaged from paying employees based strictly on results.

Methods of Remuneration: Bonuses (04:27)

This payment system works well if there is a clear link between effort and reward. Learn about the potential advantages and disadvantages of bonus culture.

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Workforce Performance and Remuneration

3-Year Streaming Price: $169.95



This program considers how to measure the performance of a workforce as a whole, looking at such factors as labor turnover, productivity, absenteeism, and wastage rates. It also looks at different systems of remuneration, from time-based systems to performance-based systems.

Length: 31 minutes

Item#: BVL128517

Copyright date: ©2012

Closed Captioned

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