Pressures placed on executives to understand every aspect of their organization in real time have led to new ways to obtain and interpret data. Performance measurement assesses progress toward achieving predetermined goals and harnesses data to ensure it works in service to organizational goals, providing information that is actually useful in achieving them.

Performance management and related metrics are common ground for operations, human resources, finance, leadership and individual contributors, providing ongoing feedback to show what needs to be improved. Leadership can assign economic value to the intellectual capital created and applied in their workforce. Individuals are encouraged to sustain and new changes in behavior consistent with organizational goals. For human capital leaders, performance management is their system to improve supportive talent management processes, such as talent performance reviews and pay-for-performance compensation. In this track we look at strategic applications of performance management from the perspective of each stakeholder group.