Performance Magazine has released its newest print issue, and this time, it focuses on one of the most defining changes in today’s workplace: AI in strategy and performance. Performance Magazine Issue – Print Edition, Issue No. 33 (The AI Edition) explores how artificial intelligence is influencing not just tools and workflows but the deeper layers of how organizations plan, execute, and evaluate performance.

The cover story features Cassie Kozyrkov, Google’s first ever chief decision scientist. Rather than echoing the dominant automation narrative, Kozyrkov calls for a return to disciplined thinking. Her reflections point to a core concern in strategy work today: how to make better decisions, faster, with the support of AI—not at the cost of human oversight. She draws attention to the difference between replacing judgment and reinforcing it, which frames much of what the rest of the edition explores.

Among the features is a practical explainer on how machine learning works, covering its core structure, main types, and underlying learning processes. Another article offers historical context that traces how AI has developed over time, helping distinguish durable progress from hype.

One article takes a closer look at the role of AI in strategy and performance, showing how machine learning models are being used to assess current conditions, simulate future outcomes, and support strategic direction. It also explores how AI contributes to performance management by helping set more accurate targets, cascade KPIs across levels, and monitor progress with predictive insights.

Several articles explore how AI is embedded in the daily flow of work. These cover its integration into familiar tools and platforms, the rise of AI agents, and the increasing importance of prompt engineering as a technical skill. On the governance front, readers will find a scan of AI regulatory developments around the world, focusing on how companies are adjusting policies and compliance mechanisms to match legal expectations.

The Interviews section brings in a mix of technical, academic, and legal perspectives. Alongside Kozyrkov are voices like Tarry Singh, Professor J. Mark Bishop, Frank Naussbaum, and Dr. Jon Truby, who discuss the operational, ethical, and structural implications of adopting AI at scale.

Closing the edition is a contribution from guest editor Islam Salahuddin, a data consultant and facilitator at Systaems. He is certified as a data analyst and trainer by Microsoft and is currently pursuing a master’s degree in AI. In his essay, he explores how much of the confusion around AI stems from language itself. Even the term “AI” can mean entirely different things depending on background or experience. This confusion, he argues, is especially present in business conversations, where abstract terms often blur rather than clarify. 

Performance Magazine Issue – Print Edition, Issue No. 33 (The AI Edition) is now available as a free digital download via the TKI Marketplace. Print copies can be ordered through Amazon, with standard printing and shipping fees applied.

Marketing is no longer solely defined by visibility. It now centers on building authentic relationships and consistently addressing the shifting needs and values of consumers. Organizations nowadays are required to implement strategies that are both evidence-based and adaptable. A well-structured marketing function, when aligned with long-term business objectives, plays a critical role in strengthening trust, enhancing operational effectiveness, and supporting sustainable growth.

To support professionals in measuring marketing performance more effectively, The KPI Institute has released the Top 25 Marketing KPIs – 2025 Edition. This edition highlights the most impactful key performance indicators (KPIs), selected based on real-world usage and relevance across industries. Covering metrics such as customer retention, brand awareness, and customer acquisition cost, the report serves as a reliable resource for organizations aiming to align marketing efforts with performance management best practices.

To provide a glimpse into the report, here are five of the top KPIs included in the 2025 edition:

1. # Net Promoter Score – Measures how likely customers are to recommend the company’s products or services to others.
2. % Customer retention – Measures the proportion of customers an organization retains over a specific time period.
3. % Brand awareness – Measures the level of brand recognition and recall among the target audience.
4. $ Customer acquisition cost – Measures the average expense incurred to acquire a new customer.
5. % Customer satisfaction with new products and services – Measures the percentage of satisfied customers with new products and services generated through innovation initiatives.

The Top 25 Marketing KPIs – 2025 Edition goes beyond listing metrics. It provides strategic guidance for enhancing performance measurement practices in today’s complex marketing environment. This edition includes in-depth articles that explore the KPI conceptual framework, common challenges in KPI usage, and ten practical tactics for improving implementation. 

Additionally, it features enhanced documentation templates with updated formats that emphasize the most critical information for each KPI, making them easier to understand, communicate, and integrate into existing performance systems. All KPIs in this report have been carefully reviewed and updated to reflect the latest business trends, ensuring that the resource remains relevant and actionable for today’s marketing professionals.

To explore the complete list of KPIs and discover how they can support your organization’s strategic and operational objectives, download the Top 25 Marketing KPIs – 2025 Edition from the TKI Marketplace. A printed edition is also available for purchase via Amazon. Secure your copy today and stay ahead in marketing performance management.

Created by The KPI Institute, a global leader in strategy and performance research and education, smartKPIs is the most comprehensive online resource of its kind. With over 21,000 real KPIs collected from organizations worldwide, the platform helps organizations and professionals define, compare, and select the right metrics faster and with greater confidence. Whether you’re setting key performance indicators (KPIs) for the first time or refining an existing performance framework, knowing where to look and what to look for makes a difference. Here are 10 things to know about smartKPIs:

1. Massive KPI database: smartKPIs is home to over 21,000 documented KPIs, making it the world’s largest searchable repository for real-world key performance indicators. These metrics are drawn from published reports, internal dashboards, and on-the-ground case studies.
2. Structured by domains and industries: The database is organized by industry, functional area, and even departmental level, helping users find context-relevant KPIs in seconds. This makes it ideal for benchmarking, performance system design, or refreshing outdated metrics.
3. Professionally documented format: Each KPI is described using a standardized structure that includes definition, calculation formula, data source, and usage recommendations. This eliminates ambiguity and makes it easier for teams to implement indicators consistently.
4. Quality assured by research analysts: Every entry is reviewed by a team of research analysts with expertise in measurement and performance management. This curation ensures the data stays reliable, relevant, and aligned with evolving business practices.
5. Updated with real-world insights: The platform is continuously updated with indicators from actual business scorecards, public reports, and newly published research. This gives users access to trends as they unfold across industries and geographies.
6. Supports KPI selection and cascading: smartKPIs helps users identify KPIs that align with strategic objectives and cascade them across organizational levels. Whether you’re managing enterprise strategy or tracking individual performance, it offers examples that scale.
7. Enables benchmarking across sectors: With thousands of KPIs covering both common and niche sectors, users can compare metrics across industries to see how others measure similar goals. It’s especially useful for organizations looking to innovate or localize best practices.
8. Integrates with learning tools and guides: Each KPI links to additional resources, such as toolkits, implementation guides, and online training offered by The KPI Institute. This creates a more complete support system for users looking to build internal capability.
9. Trusted by global users: From Fortune 500 companies to government agencies and non-profits, the database is used by strategy, HR, finance, and operations teams around the world. It’s a preferred reference for those designing performance systems from scratch or improving legacy setups.
10. Accessible with flexible plans: The platform offers a range of subscription options depending on organizational needs, from individual licenses to enterprise access. Users can also explore free samples before committing to full access.

For anyone working in performance design or KPI reporting, smartKPIs is more than a database—it’s a decision support tool. Visit the platform to explore real indicators, save time, and sharpen your measurement approach!

Employee performance is a constant focus for organizations that expect results. But achieving strong individual outcomes takes more than periodic reviews or general encouragement. It requires clear targets, regular feedback, relevant data, and well-defined processes.

This roundup brings together a full set of tools, guides, and learning materials from The KPI Institute. These references remain relevant across roles and time because they focus on practical action—planning, evaluating, developing, and following up on performance. Whether you’re an HR professional, manager, or business leader, you’ll find clear ways to align employees with goals, track progress, and improve results.

1. Employee Performance Evaluation: This session explains how to assess employee performance using objectives, key performance indicators (KPIs), competencies, and behaviors. It includes techniques for linking performance results with compensation and recognition.
2. Performance Improvement Essentials: Gain practical techniques for managing performance through data, structured follow-up, and clear accountability. The webinar introduces methods for tracking actions and reviewing progress across business units.
3. Understanding Personal Performance: This webinar focuses on individual performance tracking. It provides principles for setting personal goals and using tools and apps for measuring activity, effort, and progress.
4. Cross-Cultural Management: Explore key concepts for leading diverse teams, with guidance on navigating cultural dimensions, work style differences, and communication barriers.
5. Performance Magazine Issue No. 32, 2025 – Employee Performance Edition: Available as a FREE digital edition, this issue focuses on how culture connects to performance. It explores how systems, behaviors, and everyday practices contribute to consistent outcomes across teams and departments.
6. The Employee Performance Management Playbook: In this article, you’ll discover how to integrate individual goals, KPIs, and development plans into daily work through a structured performance planning approach.
7. The Human Resources KPI Dictionary: This dictionary presents a detailed structure of KPIs used across major HR areas. It helps with both setting up and refining performance measurement frameworks for departments and roles.
8. Top 25 Compensation and Benefits KPIs of 2011–2012: This collection of KPIs remains a valuable reference for anyone designing or refining compensation frameworks. Find some of the most viewed and widely used metrics for pay and benefits—complete with standard definitions, formulas, and practical suggestions.
9. Top 25 Retention KPIs of 2011–2012: These retention and engagement metrics continue to offer timeless insights for building long-term staff continuity. The report features key indicators used to track turnover, engagement, and related costs—ideal for guiding or benchmarking today’s HR strategies.
10. Individual Performance Management System – Guide: Access a comprehensive framework for building employee performance systems, featuring 15 editable templates like job descriptions, scorecards, and evaluation forms.
11. Individual Performance Evaluation and Follow-Up Templates: These templates help track performance activities and support review discussions. Tools include a daily activity log, feedback guide, initiative tracker, development plan, and rewards policy.
12. Quick Guides for Developing an IPM System: Support your implementation of performance processes with these step-by-step resources on behavior selection, objective setting, role assignments, and evaluation planning.

These resources give you the structure to plan, track, and improve employee performance across any department or team. Consistent output starts with consistent management!

The Global Performance Audit Unit (GPA Unit) has formally recognized the Literature, Publishing, and Translation Commission (LPTC) for achieving Maturity Level IV – Integrated in the Performance Measurement capability, following a maturity assessment conducted using the GPA Unit’s Integrated Performance Maturity Model Framework. This recognition reflects the Commission’s commitment to advancing its internal performance measurement practices and supporting its strategic objectives through reliable, structured, and data-driven approaches.

As the national body responsible for shaping Saudi Arabia’s literary and publishing ecosystem, LPTC operates at the intersection of culture, innovation, and policy. Its recent efforts to strengthen performance measurement mark an important step in aligning internal systems with its strategic and cultural objectives.

The evaluation followed a comprehensive methodology that combined evidence-based, perception-based and interview-based analysis. Evidence was collected through detailed reviews of internal documentation, frameworks, and procedures. Perception-based insights were obtained via internal quantitative surveys, complemented by qualitative interviews with staff and stakeholders during the interview phase. This approach enabled a well-rounded assessment across six key dimensions: KPI selection, KPI documentation, target setting, data gathering, data visualization, and governance.

The findings confirmed that LPTC has developed a cohesive and well-integrated performance measurement system. KPIs are clearly defined and aligned with strategic priorities, supported by strong practices in target setting, data collection, and visualization. These efforts are reinforced by committed leadership and a clear focus on continuous improvement. Effective governance structures and well-defined roles promote accountability and execution, laying a solid foundation for sustained progress.

“LPTC’s recognition is a demonstration of what disciplined performance stewardship looks like in the public sector.” Said Teodora Gorski, Head of Strategic Partnerships & Growth at the GPA Unit. ” The ability to define what matters, measure it with consistency, and act on it with purpose reflects operational strength and institutional clarity. At this level, performance measurement is no longer a function; it becomes a leadership instrument. It enables alignment, drives accountability, and positions the Commission as a reference point for excellence in public sector performance.”

The assessment was conducted as part of the GPA Unit’s ongoing work with public sector institutions in Saudi Arabia, supporting the national direction under Vision 2030 to strengthen transparency, strategic alignment, and performance across government entities. By reaching Level IV in Performance Measurement, the Literature, Publishing, and Translation Commission joins a growing group of entities recognized for their structured and forward-looking approach to managing performance.

The GPA Unit commends the Commission’s leadership and teams for their openness, professionalism, and dedication throughout the assessment process. This milestone not only validates existing practices but also provides a solid foundation for future development and continuous improvement.

Just as individuals must adapt to changes in their personal lives, such as shifting priorities and new tools, organizations must also respond to broader shifts in the environment in which they operate. Today, sociocultural changes and technological advancements are playing a pivotal role in redefining how strategy is crafted and how performance is managed. 

The 2025 Global Trends Brief, by The KPI Institute, emerges as a vital resource, offering comprehensive insights into the forces set to shape the strategic direction of organizations worldwide. Drawing from an extensive analysis of over 100 industry publications, expert commentaries, and in-depth studies, the report highlights the primary drivers of change across six critical dimensions: Geopolitical, Economic, Socio-Cultural, Environmental, Technological, and Legal.

In our previous article, we explored the Geopolitical and Economic drivers, where we highlighted how global power shifts, inflation, and supply chain instability are influencing organizational strategy, risk management, and performance.

In this follow-up, we now explore the Sociocultural and Technological trends that are redefining the workforce and transforming business operations. From artificial intelligence (AI) integration and cybersecurity to shifting workplace values and talent models, these forces are reshaping how organizations operate and compete in a modern business world.

Sociocultural advancements reshape workforce strategies

According to the 2025 Global Trends Brief, organizations are no longer relying solely on traditional methods to attract and retain talent. Instead, skills-first hiring has gained momentum, signaling a shift away from degree-based qualifications. Companies are placing higher value on practical capabilities, real-world experience, and adaptability.

Meanwhile, employee experience, mental health, and professional development have emerged as critical priorities. With hybrid work environments now the norm, businesses are addressing the challenges of talent shortages, workforce engagement, and well-being. In this evolving landscape, AI integration is also redefining talent strategies, enabling more targeted hiring, upskilling programs, and reduced turnover.

Notably, women-led businesses are expected to lead innovation across high-growth sectors such as healthcare and technology, signaling a sociocultural shift toward more inclusive and resilient leadership models.

However, as older generations retire in large numbers, many industries are facing a looming talent gap. This trend is pushing organizations to invest in internal development, cross-training, and more flexible working models to future-proof their workforce.

Technology continues to disrupt and empower

On the technological front, AI’s evolving ecosystem is transforming business operations across industries. One major development is the rapid advancement of DeepSeek, which has raised national security concerns in the U.S., emphasizing the growing complexity of international AI competition.

At the organizational level, cybersecurity has become a top priority. As autonomous and agentic AI systems begin to carry out tasks with minimal human input, ensuring safe and ethical deployment is paramount. Businesses are now exploring how these AI agents can handle routine tasks, enabling employees to focus on high-value work.

Generative AI (GenAI) is also set to revolutionize operations, particularly in supply chain management, by automating decision-making, improving forecasting accuracy, and streamlining logistics. Meanwhile, the convergence of quantum computing and AI is opening new frontiers in data processing and problem-solving, with implications for industries ranging from pharmaceuticals to finance.

After years of software dominance, hardware innovation is staging a comeback. From advanced chips designed for AI workloads to energy-efficient processors, the renewed focus on physical infrastructure is enabling AI systems to operate at higher speeds and lower costs.

As sociocultural and technological trends continue to evolve, they’re not just shaping operations. But they are also redefining the core of strategy, leadership, and performance. Explore the full insights, including key figures, referenced studies, and detailed analysis on how each component impacts strategy and performance management practices. Download the full 2025 Global Trends Brief, available on the TKI Marketplace. Stay tuned for our upcoming articles as we unpack the remaining two drivers in detail.

Local governments are responsible for shaping the quality of life in communities. Being the most immediate level of authority to citizens, local governments are responsible for providing basic services like public safety, sanitation, local infrastructure, education, and health. Their role covers governance, allocation of resources, and sensitivity to community needs.

To fulfill this role effectively, local governments must adopt robust performance management systems that enable them to monitor progress, assess impact, and ensure accountability in service delivery. At the center of these systems are key performance indicators (KPIs)—quantifiable metrics that translate strategic objectives into measurable outcomes. KPIs can help local authorities track the efficiency of services, identify performance gaps, and make timely, evidence-based decisions. By providing clear benchmarks and real-time insights, KPIs empower governments to remain agile in the face of evolving community needs and increasing operational complexity.

In line with the growing need for effective performance measurement, The KPI Institute’s Top 25 Local Government KPIs – 2025 Edition offers a valuable resource that can support local governments in strengthening their performance measurement practices. The report features a curated selection of the most relevant and widely used KPIs across local governance, based on comprehensive research and global benchmarking. 

Covering core service areas such as budgeting, infrastructure, public safety, and citizen satisfaction, each KPI in the Top 25 Local Government KPIs – 2025 Edition is presented with a standardized definition, calculation formula, and practical application guidance. This edition serves as a helpful reference for municipalities seeking to enhance data-driven decision-making, improve service delivery, and align operational efforts with strategic goals. To provide a glimpse into the report, here are five of the top KPIs included in the 2025 edition:

1. # Recruit to hire ratio for job placements – Measures the proportion of referred applicants who are successfully hired through employment programs facilitated by the local government.
2. % Unemployment rate – Measures the percentage of the active labor force that is unemployed within the total active labor force.
3. % Online public procurement – Measures the proportion of public procurement orders completed electronically by government entities, compared to the total number of procurement transactions during the reporting period.
4. $ New school construction cost per square foot – Measures the average cost of school construction per square foot of developed area.
5. $ Ratio of reinvestment into the community – Measures the proportion of a local government’s total revenue that is reinvested into community development and public services.

The Top 25 Local Government KPIs – 2025 Edition offers in-depth articles, where you can discover new thought leadership articles that dive into the performance measurement concept framework, prevalent KPI use challenges, and 10 pragmatic tactics for more effective KPI implementation. It also features improved documentation templates with revised forms that now highlight the most important information of every KPI, making them simpler to comprehend, communicate, and incorporate into performance systems. All KPIs have been extensively reviewed and updated to address the most recent business trends, so the report continues to be a current and useful resource.

To explore the full list of KPIs and understand how they can support your local government’s strategic and operational objectives, download the Top 25 Local Government KPIs – 2025 Edition from the TKI Marketplace. A printed edition is also available for purchase via Amazon. Get your copy today!

Balancing business priorities can feel like maintaining a three-legged stool—if one leg is weaker or shorter than the others, stability is lost. In the same way, organizations today must give equal attention to employee well-being, sustainability, and service performance to achieve long-term success. Each leg represents a critical area of performance, and without clear indicators to measure and manage them, efforts can falter despite the best intentions.

Aon’s 2022–2023 Global Wellbeing Survey reveals that employee well-being has become a leading priority for employers across the Asia Pacific (APAC) region, with nearly 40% identifying it as their top focus for the next five years. Since 2020, investments in well-being programs in APAC have increased by 27%, and half of the surveyed companies now allocate at least 4% of their total company and benefits budgets to well-being initiatives. However, despite these growing commitments, employee well-being continues to decline. The data shows that 38% of employees are at risk of mental health challenges, and over 65% are already experiencing burnout.

On the consumer side, sustainability is gaining ground as a key purchasing driver. A 2024 PwC survey revealed that consumers are willing to pay an average premium of 9.7% for goods that are sustainably produced or sourced, even in the face of economic uncertainty. Supporting this trend, research shows that strong environmental, social, and governance (ESG) performance is increasingly linked to stronger financial returns. According to Kroll’s ESG and Global Investor Returns Study, companies categorized as ESG Leaders achieved an average annual return of 12.9% globally, substantially higher than the 8.6% return of ESG Laggards. This reflects a nearly 50% performance premium for companies with high ESG ratings.

At the same time, service efficiency remains a key differentiator in customer loyalty. In the Contact Center Trends 2025, research reveals that call centers that minimize wait times tend to build stronger customer loyalty. When customers are satisfied with how long they wait, they are three times more likely to recommend the brand and 2.6 times more likely to trust it and make repeat purchases.

In light of these trends, it is more important than ever for organizations to adopt a balanced approach to performance management. One that reflects the interconnected nature of well-being, sustainability, and financial outcomes. This quarter, The KPI Institute spotlights three key performance indicators (KPIs) of the Month, and each illustrates how organizations can track and balance people, planet, and profit. 

KPI of April: % Employee Burnout Rate – This metric measures the proportion of employees experiencing symptoms of burnout during the reporting period. This KPI is used to assess workplace conditions and track overall employee well-being.

Burnout poses serious risks to productivity, engagement, and employee retention, which is why organizations need to track it early and take preventive action. Using reliable tools like the Maslach Burnout Inventory (MBI) can support accurate assessment. The MBI consists of 22 items that evaluate emotional exhaustion, detachment, and a diminished sense of achievement. To learn more about this tool and others like it, you can download the free digital poster from the TKI Marketplace.

KPI of May: $ Carbon offset investments – This indicator tracks the organization’s investment in purchasing or generating carbon offsets, each equivalent to one metric ton of carbon dioxide reduced or removed from the atmosphere. These offsets typically support certified projects aimed at lowering greenhouse gas (GHG) emissions. The main goal is to help organizations reduce their carbon footprint and contribute to global climate action.

Various registries offer carbon offsets, with prices ranging from as low as $1 to over $30 per metric ton, depending on the project’s type, quality, and certification. An analysis by Carbon Brief shows that top carbon credit buyers from 2020 to 2022 include Shell, Volkswagen, and Chevron. Want to learn how to get started with carbon offsetting and align your environmental KPIs with global standards? Download the free digital poster via the TKI Marketplace.

KPI of June: % First call resolution rate – This metric tracks the percentage of customer inquiries resolved during the first interaction with a service representative, based on the total number of unique inquiries received within the reporting period. It serves as a key indicator of how efficiently and effectively the customer service team handles issues without the need for follow-ups.

Research by the Service Quality Measurement (SQM) Group shows that the average % First call resolution rate among call centers ranges from 70% to 79%. Achieving a % First call resolution of 80% or higher is considered world-class level reached by only 5% of call centers. Boost your service team’s performance and hit that world-class benchmark. Explore the free digital poster on the TKI Marketplace.

These digital posters are part of the KPI of the Month series by The KPI Institute. It is a free infographic series designed to provide practical insights into the application of key performance indicators. Each edition focuses on one specific KPI, offering clear explanations of terminology, addressing common challenges in its use, and outlining essential details such as its definition, calculation, Balanced Scorecard relevance, data profile, typical targets, and actionable recommendations.

The 2025 Global Trends Brief, by The KPI Institute, emerges as a vital resource, offering comprehensive insights into the forces set to shape the strategic direction of organizations worldwide. Drawing from an extensive analysis of over 100 industry publications, expert commentaries, and in-depth studies, the report highlights the primary drivers of change across six critical dimensions: Geopolitical, Economic, Socio-Cultural, Environmental, Technological, and Legal.

In this article, we take a closer look at the first two driving factors, which are Geopolitical and Economic. Let’s unpack the early signals of change that are already influencing how businesses approach strategy, risk, and performance. 

Geopolitical: rising tensions, shifting alliances

Geopolitical instability is increasingly disrupting the flow of goods, capital, and operations. Ongoing global conflicts are straining supply chains, leading to delays, elevated costs, and strategic uncertainty for multinational organizations.

At a broader level, traditional alliances are shifting. The U.S. is aligning more closely with Russia, while its relationship with Europe continues to diverge, signaling a notable departure from past geopolitical norms. This realignment hints at a fragmented global order, where businesses must closely monitor political developments to safeguard continuity.

Further adding to the complexity is the growing risk of nuclear escalation, driven by the wider spread of nuclear technology and intensifying rivalries among nuclear-armed states. With state-based armed conflicts expected to rise in both frequency and intensity, organizations face a heightened need for agile, responsive strategies.

Meanwhile, new U.S. tariffs on major trade partners, including Canada, Mexico, and China, are reshaping global trade dynamics. These policy shifts are prompting companies to reassess sourcing models and diversify supply networks to remain resilient.

Economic: resilience with underlying shifts

Despite geopolitical turbulence, the global economy shows signs of steadiness. Headline inflation is projected to ease throughout most of 2025, although the possibility of further tariff increases later in the year could create upward pressure in the second half.

Growth remains moderate but consistent, with a clear demonstration of economic resilience. Underneath this surface, however, a long-term transfer of global wealth and power is taking place—from the West to the East—reshaping global investment patterns and economic influence.

Small businesses are playing an increasingly central role, driving innovation and contributing significantly to job creation and local growth. Meanwhile, the global unemployment rate holds steady, offering a layer of stability in an otherwise evolving economic landscape.

These two forces offer only a glimpse of what’s shaping business in 2025. To explore key figures, referenced studies, and detailed analysis on how each component impacts strategy and performance management practices, download the full 2025 Global Trends Brief by The KPI Institute. Stay tuned for our upcoming articles as we unpack the remaining four drivers in detail.

Committed to its mission of delivering robust performance solutions through comprehensive research, educational programs, and advisory services and guided by its vision to enable organizations globally to attain excellence, The KPI Institute proudly announces the opening of its headquarters in Saudi Arabia at Tuwaiq Academy.

This milestone underscores The KPI Institute’s dedication to expanding its reach in the Middle East, fostering closer partnerships and delivering localized training that drives sustainable growth. The new Saudi Arabia office at Tuwaiq Academy in Riyadh will serve as a strategic hub for innovation, learning, and thought leadership.

Dr. Aurel Brudan, CEO of The KPI Institute, and Eng. Abdulaziz Alhammadi, CEO of Tuwaiq Academy, were present to sign the agreement, marking a shared commitment to explore opportunities in delivering high-quality training programs, courses, and workshops.

Through this partnership, The KPI Institute will offer globally accredited certificate programs—available both face-to-face and online—alongside intensive boot camps at the academy. These programs are designed to equip participants with the technical expertise and hands-on experience required to successfully execute technology projects that meet industry standards.

Moreover, this expansion supports national capacity building and keeps pace with rapid technological advancements. It offers training and certifications tailored to current labor market needs. Participants can earn professional certifications in areas including key performance indicators (KPIs) development, data analysis, artificial intelligence enablement, and business analysis.

For organizations and individuals interested in partnership opportunities with The KPI Institute, please visit www.kpiinstitute.org or contact us at office@kpiinstitute.org