企業(yè)管理人力資源 畢業(yè)論文外文文獻(xiàn)翻譯：關(guān)鍵績(jī)效指標(biāo)

企業(yè)管理人力資源畢業(yè)論文外文文獻(xiàn)翻譯關(guān)鍵績(jī)效指標(biāo)單位代碼學(xué)號(hào)分類號(hào)密級(jí)文獻(xiàn)翻譯院系名稱專業(yè)名稱學(xué)生姓名指導(dǎo)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(guān)鍵績(jī)效指標(biāo)組織如何針對(duì)其目標(biāo)界定和衡量業(yè)績(jī)關(guān)鍵績(jī)效指標(biāo)KPI,也稱作關(guān)鍵成功指標(biāo)KSI,可以幫助組織針對(duì)其目標(biāo)界定和衡量業(yè)績(jī)。一旦組織分析了它的使命,使其所有股東達(dá)成一致,并確定了它的目標(biāo),它就需要一種測(cè)量針對(duì)那些目標(biāo)的工作業(yè)績(jī)的方法。關(guān)鍵績(jī)效指標(biāo)就是一種測(cè)量工具。什么是關(guān)鍵績(jī)效指標(biāo)KPI關(guān)鍵績(jī)效指標(biāo)是量化測(cè)量工具,它能映射出組織的關(guān)鍵成功因素。關(guān)鍵績(jī)效指標(biāo)區(qū)別于不同的組織。一個(gè)企業(yè)可能會(huì)把老客戶收入百分比當(dāng)作它的一個(gè)關(guān)鍵績(jī)效指標(biāo)。一個(gè)學(xué)?？赡軙?huì)把關(guān)鍵績(jī)效指標(biāo)集中在學(xué)生的畢業(yè)率上?？头块T可能分擔(dān)整個(gè)公司指標(biāo)中的一個(gè)作為關(guān)鍵績(jī)效指標(biāo),即第一時(shí)間客戶回應(yīng)率。社會(huì)服務(wù)機(jī)構(gòu)的一個(gè)關(guān)鍵績(jī)效指標(biāo)可能會(huì)是一年當(dāng)中幫助的委托人的數(shù)量。無論選擇什么關(guān)鍵績(jī)效指標(biāo),他們都必須放映組織目標(biāo),必須是組織成功的關(guān)鍵坐在,必須是可量化的可測(cè)量的。關(guān)鍵績(jī)效指標(biāo)通常是長(zhǎng)期考慮的。它們的界定和測(cè)量方式是不經(jīng)常更改的。關(guān)鍵績(jī)效指標(biāo)的目標(biāo)隨著組織目標(biāo)的改變或更加靠近成功而改變。關(guān)鍵績(jī)效指標(biāo)反映組織目標(biāo)如果組織有一個(gè)目標(biāo)是成為本行業(yè)最有利可圖的公司,那么他會(huì)設(shè)定關(guān)鍵績(jī)效指標(biāo)來測(cè)量利潤(rùn)和其他財(cái)務(wù)指標(biāo)?！岸惽袄麧?rùn)”和“所有者權(quán)益”就在其中。而“對(duì)社會(huì)事業(yè)的利潤(rùn)貢獻(xiàn)百分比”則可能刨除在外。另一方面,一個(gè)學(xué)校與創(chuàng)造利潤(rùn)無關(guān),因此它的關(guān)鍵績(jī)效指標(biāo)會(huì)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(biāo)也可以精確的放映學(xué)校的使命和目標(biāo)。關(guān)鍵績(jī)效指標(biāo)必須可量化要想使關(guān)鍵績(jī)效指標(biāo)有什么價(jià)值,就必須用一種方式來定義和衡量它。作為關(guān)鍵績(jī)效指標(biāo),“營(yíng)造更多的回頭客”將會(huì)變得毫無價(jià)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(guān)鍵績(jī)效指標(biāo),因?yàn)闆]有方法能測(cè)量公司的名望或與其他公司比較。界定關(guān)鍵績(jī)效指標(biāo)并連年堅(jiān)持也是非常重要的。對(duì)于“增加銷售業(yè)績(jī)”這個(gè)指標(biāo),你需要考慮采用銷售量還是銷售額來衡量?；乜蹚漠?dāng)月銷售額中扣除還是從當(dāng)月回扣中扣除銷售額將會(huì)以標(biāo)價(jià)記錄還是以售價(jià)記錄你還需要為每個(gè)關(guān)鍵績(jī)效指標(biāo)設(shè)定目標(biāo)。一個(gè)雇主選擇的公司目標(biāo)可能包含“雇傭率”這樣一個(gè)關(guān)鍵績(jī)效指標(biāo)。在它的背后市這樣的定義由于績(jī)效自動(dòng)辭職和結(jié)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(cè)量它的方法。,目標(biāo)就建立起來了?！肮蛡蚵拭磕杲档?”這樣一個(gè)清晰的目標(biāo)可以讓每一個(gè)人都明白并且能夠采取專門行動(dòng)去實(shí)現(xiàn)它。關(guān)鍵績(jī)效指標(biāo)必須是組織成功的關(guān)鍵所在許多事情是可測(cè)的,但那并不使它們成為組織成功的關(guān)鍵所在。在篩選關(guān)鍵績(jī)效指標(biāo)時(shí),將它們限制在對(duì)組織實(shí)現(xiàn)目標(biāo)必要的因素上是非常關(guān)鍵的。將關(guān)鍵績(jī)效指標(biāo)的數(shù)量控制的較小也是非常重要的,這就像使每個(gè)人的注意力都集中在同樣的關(guān)鍵績(jī)效指標(biāo)上。那并不是說,例如,一個(gè)公司總共只要三四個(gè)關(guān)鍵績(jī)效指標(biāo)。寧可公司有三四個(gè)關(guān)鍵績(jī)效指標(biāo),其中的部