企業(yè)管理人力資源 畢業(yè)論文外文文獻翻譯：關鍵績效指標

企業(yè)管理人力資源畢業(yè)論文外文文獻翻譯關鍵績效指標單位代碼學號分類號密級文獻翻譯院系名稱專業(yè)名稱學生姓名指導教師KEYPERFORMANCEINDICATORSHOWANORGANIZATIONDEFINESANDMEASURESPROGRESSTOWARDITSGOALSKEYPERFORMANCEINDICATORS,ALSOKNOWNASKPIORKEYSUCCESSINDICATORSKSI,HELPANORGANIZATIONDEFINEANDMEASUREPROGRESSTOWARDORGANIZATIONALGOALSONCEANORGANIZATIONHASANALYZEDITSMISSION,IDENTIFIEDALLITSSTAKEHOLDERS,ANDDEFINEDITSGOALS,ITNEEDSAWAYTOMEASUREPROGRESSTOWARDTHOSEGOALSKEYPERFORMANCEINDICATORSARETHOSEMEASUREMENTSWHATAREKEYPERFORMANCEINDICATORSKPIKEYPERFORMANCEINDICATORSAREQUANTIFIABLEMEASUREMENTS,AGREEDTOBEFOREHAND,THATREFLECTTHECRITICALSUCCESSFACTORSOFANORGANIZATIONTHEYWILLDIFFERDEPENDINGONTHEORGANIZATIONABUSINESSMAYHAVEASONEOFITSKEYPERFORMANCEINDICATORSTHEPERCENTAGEOFITSINCOMETHATCOMESFROMRETURNCUSTOMERSASCHOOLMAYFOCUSITSKEYPERFORMANCEINDICATORSONGRADUATIONRATESOFITSSTUDENTSACUSTOMERSERVICEDEPARTMENTMAYHAVEASONEOFITSKEYPERFORMANCEINDICATORS,INLINEWITHOVERALLCOMPANYKIPS,PERCENTAGEOFCUSTOMERCALLSANSWEREDINTHEFIRSTMINUTEAKEYPERFORMANCEINDICATORFORASOCIALSERVICEORGANIZATIONMIGHTBENUMBEROFCLIENTSASSISTEDDURINGTHEYEARWHATEVERKEYPERFORMANCEINDICATORSARESELECTED,THEYMUSTREFLECTTHEORGANIZATIONSGOALS,THEYMUSTBEKEYTOITSSUCCESS,ANDTHEYMUSTBEQUANTIFIABLEMEASURABLEKEYPERFORMANCEINDICATORSUSUALLYARELONGTERMCONSIDERATIONSTHEDEFINITIONOFWHATTHEYAREANDHOWTHEYAREMEASUREDDONOTCHANGEOFTENTHEGOALSFORAPARTICULARKEYPERFORMANCEINDICATORMAYCHANGEASTHEORGANIZATIONSGOALSCHANGE,ORASITGETSCLOSERTOACHIEVINGAGOALKEYPERFORMANCEINDICATORSREFLECTTHEORGANIZATIONALGOALSANORGANIZATIONTHATHASASONEOFITSGOALS“TOBETHEMOSTPROFITABLECOMPANYINOURINDUSTRY“WILLHAVEKEYPERFORMANCEINDICATORSTHATMEASUREPROFITANDRELATEDFISCALMEASURES“PRETAXPROFIT“AND“SHAREHOLDEREQUITY“WILLBEAMONGTHEMHOWEVER,“PERCENTOFPROFITCONTRIBUTEDTOCOMMUNITYCAUSES“PROBABLYWILLNOTBEONEOFITSKEYPERFORMANCEINDICATORSONTHEOTHERHAND,ASCHOOLISNOTCONCERNEDWITHMAKINGAPROFIT,SOITSKEYPERFORMANCEINDICATORSWILLBEDIFFERENTKIPSLIKE“GRADUATIONRATE“AND“SUCCESSINFINDINGEMPLOYMENTAFTERGRADUATION“,THOUGHDIFFERENT,ACCURATELYREFLECTTHESCHOOLSMISSIONANDGOALSKEYPERFORMANCEINDICATORSMUSTBEQUANTIFIABLEIFAKEYPERFORMANCEINDICATORISGOINGTOBEOFANYVALUE,THEREMUSTBEAWAYTOACCURATELYDEFINEANDMEASUREIT“GENERATEMOREREPEATCUSTOMERS“ISUSELESSASAKPIWITHOUTSOMEWAYTODISTINGUISHBETWEENNEWANDREPEATCUSTOMERS“BETHEMOSTPOPULARCOMPANY“WONTWORKASAKPIBECAUSETHEREISNOWAYTOMEASURETHECOMPANYSPOPULARITYORCOMPAREITTOOTHERSITISALSOIMPORTANTTODEFINETHEKEYPERFORMANCEINDICATORSANDSTAYWITHTHESAMEDEFINITIONFROMYEARTOYEARFORAKPIOF“INCREASESALES“,YOUNEEDTOADDRESSCONSIDERATIONSLIKEWHETHERTOMEASUREBYUNITSSOLDORBYDOLLARVALUEOFSALESWILLRETURNSBEDEDUCTEDFROMSALESINTHEMONTHOFTHESALEORTHEMONTHOFTHERETURNWILLSALESBERECORDEDFORTHEKPIATLISTPRICEORATTHEACTUALSALESPRICEYOUALSONEEDTOSETTARGETSFOREACHKEYPERFORMANCEINDICATORACOMPANYGOALTOBETHEEMPLOYEROFCHOICEMIGHTINCLUDEAKPIOF“TURNOVERRATE“AFTERTHEKEYPERFORMANCEINDICATORHASBEENDEFINEDAS“THENUMBEROFVOLUNTARYRESIGNATIONSANDTERMINATIONSFORPERFORMANCE,DIVIDEDBYTHETOTALNUMBEROFEMPLOYEESATTHEBEGINNINGOFTHEPERIOD“ANDAWAYTOMEASUREITHASBEENSETUPBYCOLLECTINGTHEINFORMATIONINANHRIS,THETARGETHASTOBEESTABLISHED“REDUCETURNOVERBYFIVEPERCENTPERYEAR“ISACLEARTARGETTHATEVERYONEWILLUNDERSTANDANDBEABLETOTAKESPECIFICACTIONTOACCOMPLISHKEYPERFORMANCEINDICATORSMUSTBEKEYTOORGANIZATIONALSUCCESSMANYTHINGSAREMEASURABLETHATDOESNOTMAKETHEMKEYTOTHEORGANIZATIONSSUCCESSINSELECTINGKEYPERFORMANCEINDICATORS,ITISCRITICALTOLIMITTHEMTOTHOSEFACTORSTHATAREESSENTIALTOTHEORGANIZATIONREACHINGITSGOALSITISALSOIMPORTANTTOKEEPTHENUMBEROFKEYPERFORMANCEINDICATORSSMALLJUSTTOKEEPEVERYONESATTENTIONFOCUSEDONACHIEVINGTHESAMEKIPSTHATISNOTTOSAY,FORINSTANCE,THATACOMPANYWILLHAVEONLYTHREEORFOURTOTALKIPSINTOTALRATHERTHEREWILLBETHREEORFOURKEYPERFORMANCEINDICATORSFORTHECOMPANYANDALLTHEUNITSWITHINITWILLHAVETHREE,FOUR,ORFIVEKIPSTHATSUPPORTTHEOVERALLCOMPANYGOALSANDCANBE“ROLLEDUP“INTOTHEMIFACOMPANYKEYPERFORMANCEINDICATORIS“INCREASEDCUSTOMERSATISFACTION“,THATKPIWILLBEFOCUSEDDIFFERENTLYINDIFFERENTDEPARTMENTSTHEMANUFACTURINGDEPARTMENTMAYHAVEAKPIOF“NUMBEROFUNITSREJECTEDBYQUALITYINSPECTION“,WHILETHESALESDEPARTMENTHASAKPIOF“MINUTESACUSTOMERISONHOLDBEFOREASALESREPANSWERS“SUCCESSBYTHESALESANDMANUFACTURINGDEPARTMENTSINMEETINGTHEIRRESPECTIVEDEPARTMENTALKEYPERFORMANCEINDICATORSWILLHELPTHECOMPANYMEETITSOVERALLKPIGOODKEYPERFORMANCEINDICATORSVSBADBADTITLEOFKPIINCREASESALESDEFINEDCHANGEINSALESVOLUMEFROMMONTHTOMONTHMEASUREDTOTALOFSALESBYREGIONFORALLREGIONTARGETINCREASEEACHMONTHWHATSMISSINGDOESTHISMEASUREINCREASESINSALESVOLUMEBYDOLLARSORUNITSIFBYDOLLARS,DOESITMEASURELISTPRICEORSALESPRICEARERETURNSCONSIDEREDANDIFSODOTHEAPPEARASANADJUSTMENTTOTHEKPIFORTHEMONTHOFTHESALEORARETHEYCOUNTEDINTHEMONTHTHERETURNHAPPENSHOWDOWEMAKESUREEACHSALESOFFICESVOLUMENUMBERSARECOUNTEDINONEREGION,IETHATNONEARESKIPPEDORDOUBLECOUNTEDHOWMUCH,BYPERCENTAGEORDOLLARSORUNITS,DOWEWANTTOINCREASESALESVOLUMESEACHMONTHNOTESOMEOFTHESEQUESTIONSMAYBEANSWEREDBYSTANDARDCOMPANYPROCEDURESGOODTITLEOFKPIEMPLOYEETURNOVERDEFINEDTHETOTALOFTHENUMBEROFEMPLOYEESWHORESIGNFORWHATEVERREASON,PLUSTHENUMBEROFEMPLOYEESTERMINATEDFORPERFORMANCEREASONS,ANDTHATTOTALDIVIDEDBYTHENUMBEROFEMPLOYEESATTHEBEGINNINGOFTHEYEAREMPLOYEESLOSTDUETOREDUCTIONSINFORCERIFWILLNOTBEINCLUDEDINTHISCALCULATIONMEASUREDTHEHRISCONTAINSRECORDSOFEACHEMPLOYEETHESEPARATIONSECTIONLISTSREASONANDDATEOFSEPARATIONFOREACHEMPLOYEEMONTHLYORWHENREQUESTEDBYTHESVP,THEHRISGROUPWILLQUERYTHEDATABASEANDPROVIDEDEPARTMENTHEADSWITHTURNOVERREPORTSHRISWILLPOSTGRAPHSOFEACHREPORTONTHEINTRANETTARGETREDUCEEMPLOYEETURNOVERBY5PERYEARWHATDOIDOWITHKEYPERFORMANCEINDICATORSONCEYOUHAVEGOODKEYPERFORMANCEINDICATORSDEFINED,ONESTHATREFLECTYOURORGANIZATIONSGOALS,ONETHATYOUCANMEASURE,WHATDOYOUDOWITHTHEMYOUUSEKEYPERFORMANCEINDICATORSASAPERFORMANCEMANAGEMENTTOOL,BUTALSOASACARROTKIPSGIVEEVERYONEINTHEORGANIZATIONACLEARPICTUREOFWHATISIMPORTANT,OFWHATTHEYNEEDTOMAKEHAPPENYOUUSETHATTOMANAGEPERFORMANCEYOUMAKESURETHATEVERYTHINGTHEPEOPLEINYOURORGANIZATIONDOISFOCUSEDONMEETINGOREXCEEDINGTHOSEKEYPERFORMANCEINDICATORSYOUALSOUSETHEKIPSASACARROTPOSTTHEKIPSEVERYWHEREINTHELUNCHROOM,ONTHEWALLSOFEVERYCONFERENCEROOM,ONTHECOMPANYINTRANET,EVENONTHECOMPANYWEBSITEFORSOMEOFTHEMSHOWWHATTHETARGETFOREACHKPIISANDSHOWTHEPROGRESSTOWARDTHATTARGETFOREACHOFTHEMPEOPLEWILLBEMOTIVATEDTOREACHTHOSEKPITARGETS關鍵績效指標組織如何針對其目標界定和衡量業(yè)績關鍵績效指標KPI,也稱作關鍵成功指標KSI,可以幫助組織針對其目標界定和衡量業(yè)績。一旦組織分析了它的使命,使其所有股東達成一致,并確定了它的目標,它就需要一種測量針對那些目標的工作業(yè)績的方法。關鍵績效指標就是一種測量工具。什么是關鍵績效指標KPI關鍵績效指標是量化測量工具,它能映射出組織的關鍵成功因素。關鍵績效指標區(qū)別于不同的組織。一個企業(yè)可能會把老客戶收入百分比當作它的一個關鍵績效指標。一個學校可能會把關鍵績效指標集中在學生的畢業(yè)率上?？头块T可能分擔整個公司指標中的一個作為關鍵績效指標,即第一時間客戶回應率。社會服務機構的一個關鍵績效指標可能會是一年當中幫助的委托人的數(shù)量。無論選擇什么關鍵績效指標,他們都必須放映組織目標,必須是組織成功的關鍵坐在,必須是可量化的可測量的。關鍵績效指標通常是長期考慮的。它們的界定和測量方式是不經(jīng)常更改的。關鍵績效指標的目標隨著組織目標的改變或更加靠近成功而改變。關鍵績效指標反映組織目標如果組織有一個目標是成為本行業(yè)最有利可圖的公司,那么他會設定關鍵績效指標來測量利潤和其他財務指標?！岸惽袄麧櫋焙汀八姓邫嘁妗本驮谄渲?。而“對社會事業(yè)的利潤貢獻百分比”則可能刨除在外。另一方面,一個學校與創(chuàng)造利潤無關,因此它的關鍵績效指標會有所不同。但是盡管不同,像“畢業(yè)率”和“就業(yè)率”這樣的指標也可以精確的放映學校的使命和目標。關鍵績效指標必須可量化要想使關鍵績效指標有什么價值,就必須用一種方式來定義和衡量它。作為關鍵績效指標,“營造更多的回頭客”將會變得毫無價值,如果不能卻分老客戶和新客戶的話?！俺蔀樽钍軞g迎的公司”不能作為關鍵績效指標,因為沒有方法能測量公司的名望或與其他公司比較。界定關鍵績效指標并連年堅持也是非常重要的。對于“增加銷售業(yè)績”這個指標,你需要考慮采用銷售量還是銷售額來衡量?；乜蹚漠斣落N售額中扣除還是從當月回扣中扣除銷售額將會以標價記錄還是以售價記錄你還需要為每個關鍵績效指標設定目標。一個雇主選擇的公司目標可能包含“雇傭率”這樣一個關鍵績效指標。在它的背后市這樣的定義由于績效自動辭職和結束工作的人數(shù)除以期初雇傭的工人總數(shù),還有通過人力資源信息系統(tǒng)收集的信息建立起來的測量它的方法。,目標就建立起來了?！肮蛡蚵拭磕杲档?”這樣一個清晰的目標可以讓每一個人都明白并且能夠采取專門行動去實現(xiàn)它。關鍵績效指標必須是組織成功的關鍵所在許多事情是可測的,但那并不使它們成為組織成功的關鍵所在。在篩選關鍵績效指標時,將它們限制在對組織實現(xiàn)目標必要的因素上是非常關鍵的。將關鍵績效指標的數(shù)量控制的較小也是非常重要的,這就像使每個人的注意力都集中在同樣的關鍵績效指標上。那并不是說,例如,一個公司總共只要三四個關鍵績效指標。寧可公司有三四個關鍵績效指標,其中的部