{"id":8334,"date":"2024-04-09T14:37:01","date_gmt":"2024-04-09T14:37:01","guid":{"rendered":"https:\/\/phcsoftware.com\/es\/artigo\/kpi-dashboards-evaluar-desempeno\/"},"modified":"2025-07-28T10:39:51","modified_gmt":"2025-07-28T10:39:51","slug":"kpi-dashboards-evaluar-desempeno","status":"publish","type":"artigo","link":"https:\/\/phcsoftware.com\/es\/artigo\/kpi-dashboards-evaluar-desempeno\/","title":{"rendered":"Dashboards individuales: la importancia de evaluar el desempe\u00f1o de los trabajadores"},"content":{"rendered":"[vc_row type=\u00bbin_container\u00bb full_screen_row_position=\u00bbmiddle\u00bb column_margin=\u00bbdefault\u00bb equal_height=\u00bbyes\u00bb content_placement=\u00bbmiddle\u00bb column_direction=\u00bbdefault\u00bb column_direction_tablet=\u00bbdefault\u00bb column_direction_phone=\u00bbdefault\u00bb bg_image=\u00bbhttps:\/\/phcsoftware.com\/pt\/wp-content\/uploads\/sites\/3\/2024\/03\/pessoas_produtividade.jpg\u00bb bg_position=\u00bbleft top\u00bb background_image_loading=\u00bbdefault\u00bb bg_repeat=\u00bbno-repeat\u00bb scene_position=\u00bbcenter\u00bb top_padding=\u00bb7%\u00bb constrain_group_1=\u00bbyes\u00bb bottom_padding=\u00bb7%\u00bb left_padding_desktop=\u00bb5%\u00bb constrain_group_2=\u00bbyes\u00bb right_padding_desktop=\u00bb5%\u00bb right_margin=\u00bb0&#8243; 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width=\u00bb1\/3&#8243; tablet_width_inherit=\u00bbdefault\u00bb animation_type=\u00bbdefault\u00bb bg_image_animation=\u00bbnone\u00bb border_type=\u00bbsimple\u00bb column_border_width=\u00bbnone\u00bb column_border_style=\u00bbsolid\u00bb column_padding_type=\u00bbdefault\u00bb gradient_type=\u00bbdefault\u00bb][\/vc_column][\/vc_row][vc_row type=\u00bbin_container\u00bb full_screen_row_position=\u00bbmiddle\u00bb column_margin=\u00bbdefault\u00bb column_direction=\u00bbdefault\u00bb column_direction_tablet=\u00bbdefault\u00bb column_direction_phone=\u00bbdefault\u00bb scene_position=\u00bbcenter\u00bb top_padding=\u00bb3%\u00bb left_padding_desktop=\u00bb5%\u00bb constrain_group_2=\u00bbyes\u00bb right_padding_desktop=\u00bb5%\u00bb left_padding_tablet=\u00bb0%\u00bb constrain_group_4=\u00bbyes\u00bb right_padding_tablet=\u00bb0%\u00bb left_padding_phone=\u00bb0%\u00bb constrain_group_6=\u00bbyes\u00bb right_padding_phone=\u00bb0%\u00bb text_color=\u00bbdark\u00bb text_align=\u00bbleft\u00bb row_border_radius=\u00bbnone\u00bb row_border_radius_applies=\u00bbbg\u00bb overflow=\u00bbvisible\u00bb overlay_strength=\u00bb0.3&#8243; 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background_hover_color_opacity=\u00bb1&#8243; column_backdrop_filter=\u00bbnone\u00bb column_shadow=\u00bbnone\u00bb column_border_radius=\u00bbnone\u00bb column_link_target=\u00bb_self\u00bb overflow=\u00bbvisible\u00bb gradient_direction=\u00bbleft_to_right\u00bb overlay_strength=\u00bb0.3&#8243; width=\u00bb1\/1&#8243; tablet_width_inherit=\u00bbdefault\u00bb animation_type=\u00bbdefault\u00bb bg_image_animation=\u00bbnone\u00bb border_type=\u00bbsimple\u00bb column_border_width=\u00bbnone\u00bb column_border_style=\u00bbsolid\u00bb column_padding_type=\u00bbdefault\u00bb gradient_type=\u00bbdefault\u00bb][vc_column_text]27 de Octubre 2023[\/vc_column_text][vc_column_text]Tiempo de lectura: 5min[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][divider line_type=\u00bbNo Line\u00bb custom_height=\u00bb25px\u00bb][vc_column_text]\n<h3>\u00bfC\u00f3mo podemos garantizar que el rendimiento de los recursos humanos est\u00e1 en sincron\u00eda con los objetivos y direcci\u00f3n estrat\u00e9gica de la empresa? La respuesta pasa por la definici\u00f3n de indicadores de desempe\u00f1o (KPI), cuya monitorizaci\u00f3n se puede llevar a cabo a trav\u00e9s de un potente instrumento de gesti\u00f3n moderna: el <em>dashboard<\/em>.<\/h3>\n<p>Miremos al <em>dashboard<\/em> como quien mira a un term\u00f3metro. Llevando esta analog\u00eda a la realidad de las organizaciones, de la misma forma en la que un term\u00f3metro sirve para medir la temperatura de los cuerpos, un <em>dashboard <\/em>existe para evaluar la \u00abtemperatura\u00bb del desempe\u00f1o. Los KPI (<em>key performance indicators<\/em>), indicadores clave de desempe\u00f1o reflejados en un <em>dashboard<\/em>, equivalen a los grados cent\u00edgrados visibles en la escala num\u00e9rica de un term\u00f3metro y, al igual que los segundos, miden el nivel de \u00absalud\u00bb, pero, esta vez, de una empresa.<br \/>\nEn un mundo cada vez m\u00e1s competitivo, donde no hay lugar para el error, el trabajo basado en indicadores es el camino a seguir. Son los que realmente dirigen a los empleados hacia los objetivos globales de la empresa, evaluando su desempe\u00f1o y definiendo estrategias. Son como instrumentos vitales de navegaci\u00f3n, como una br\u00fajula que indica el camino hacia el \u00e9xito.<\/p>\n<h3><strong>\u201cLo que no se puede medir, no se puede gestionar\u201d<\/strong><\/h3>\n<p>Ya lo dijo el gur\u00fa de gesti\u00f3n de empresas Peter Drucker. Y es precisamente esa la funci\u00f3n de herramientas de <em>business inteligence <\/em>(BI), como los <em>dashboards:<\/em> monitorizar indicadores de desempe\u00f1o estrat\u00e9gicos. Pero de nada vale tener una panoplia interminable de KPI si estos no estuviesen al servicio de las necesidades de reacci\u00f3n y de ajuste del rumbo trazado inicialmente, como se\u00f1ala Francisco Caselli, Director de Performance Analytics de PHC en un <a href=\"https:\/\/executivedigest.sapo.pt\/vamos-falar-de-metricas-o-porco-nao-engorda-so-por-o-pesarmos\/\" target=\"_blank\" rel=\"noopener noreferrer\">art\u00edculo de opini\u00f3n<\/a> (disponible en portugu\u00e9s) escrito para Executive Digest:<\/p>\n<blockquote><p><em>La definici\u00f3n de los indicadores correctos no es solo un desaf\u00edo, sino una necesidad evidente. No nos interesa elegir indicadores generales si no podemos evaluar los indicadores que definen el \u00e9xito a lo largo del proceso. Si evaluamos solo el resultado, estaremos haciendo que nuestros esfuerzos se queden en medio del desierto, sin br\u00fajula, dejando que la intuici\u00f3n nos gu\u00ede sin tener las m\u00e9tricas necesarias para identificar lo que debemos hacer y lograr<\/em>.<\/p><\/blockquote>\n<p>Dicho de otra forma, para ganar competitividad en el mercado, es fundamental entender cu\u00e1les son los aspectos a mejorar en la cadena de valor (m\u00e1s o menos compleja) de una organizaci\u00f3n y esa es la funci\u00f3n de los indicadores clave de desempe\u00f1o. Gracias a ellos es posible medir y cuantificar el desempe\u00f1o de una empresa (revisando decisiones para mejorar los resultados actuales, si fuera el caso) y cada empleado podr\u00e1 entender la aportaci\u00f3n de su trabajo para el \u00e9xito del todo.<\/p>\n<h3><strong>KPI en concordancia con los objetivos a lograr<\/strong><\/h3>\n<p>Identificar un KPI para medir requiere de la definici\u00f3n del objetivo a alcanzar respondiendo a preguntas como \u00ab\u00bfqu\u00e9 quiero medir?\u00bb y \u00ab\u00bfes relevante para el negocio?\u00bb. Presentes en todas las \u00e1reas de negocio, los indicadores clave de desempe\u00f1o van m\u00e1s all\u00e1 de las tradicionales m\u00e9tricas financieras y miden el \u00e9xito de los procesos. Al igual que la unificaci\u00f3n de indicadores aumenta la probabilidad de lograr con \u00e9xito la conclusi\u00f3n de un objetivo estrat\u00e9gico.<br \/>\nUno de los pasos m\u00e1s complejos en la definici\u00f3n de un KPI es la determinaci\u00f3n de la meta y, consecuentemente, la forma de medirla. El \u00e9xito de esta tarea depende determinantemente de la respuesta a cuestiones como \u00ab\u00bfd\u00f3nde estamos?\u00bb; \u00ab\u00bfa d\u00f3nde queremos llegar?\u00bb; y \u00ab\u00bfqu\u00e9 es relevante en este proceso?\u00bb, teniendo siempre en cuenta que la elecci\u00f3n de los indicadores depende de factores como el mercado en el que la empresa est\u00e1 enmarcada, de su fase de crecimiento e incluso el propio modelo de negocio.<br \/>\nEn el momento de la construcci\u00f3n de un KPI, se presentan tres grandes desaf\u00edos a las empresas: la definici\u00f3n de los objetivos, las metas a alcanzar y la forma de visualizar esta informaci\u00f3n. El objetivo es dividir un objetivo general en m\u00e1s peque\u00f1os, como las metas, que deben ser claros (mostrar lo que realmente se pretende), medibles (tener criterios aptos para su medici\u00f3n), alcanzables, relevantes (estar en concordancia con el escenario actual de la empresa) y con el l\u00edmite temporal (una meta sin plazo tiende a fracasar), en concordancia con la conocida metodolog\u00eda SMART.<br \/>\nDurante la construcci\u00f3n de un <em>dashboard<\/em> de gesti\u00f3n se deber\u00e1 asegurar que los KPI tienen bien definida la funci\u00f3n de monitorizar el desempe\u00f1o de los procesos actuales y su evaluaci\u00f3n frente a los objetivos estrat\u00e9gicos de la organizaci\u00f3n.<\/p>\n<h3><strong>Motivaci\u00f3n y enfoque hacia los objetivos a alcanzar<\/strong><\/h3>\n<p>Tener empleados comprometidos con metas individuales viables es medio camino hecho para conquistar el \u00e9xito individual y para una mayor confianza en el cumplimiento de los objetivos trazados. 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