企业管理人力资源 毕业论文外文文献翻译：关键绩效指标

企业管理人力资源毕业论文外文文献翻译关键绩效指标单位代码学号分类号密级文献翻译院系名称专业名称学生姓名指导教师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关键绩效指标组织如何针对其目标界定和衡量业绩关键绩效指标KPI,也称作关键成功指标KSI,可以帮助组织针对其目标界定和衡量业绩。一旦组织分析了它的使命,使其所有股东达成一致,并确定了它的目标,它就需要一种测量针对那些目标的工作业绩的方法。关键绩效指标就是一种测量工具。什么是关键绩效指标KPI关键绩效指标是量化测量工具,它能映射出组织的关键成功因素。关键绩效指标区别于不同的组织。一个企业可能会把老客户收入百分比当作它的一个关键绩效指标。一个学校可能会把关键绩效指标集中在学生的毕业率上。客服部门可能分担整个公司指标中的一个作为关键绩效指标,即第一时间客户回应率。社会服务机构的一个关键绩效指标可能会是一年当中帮助的委托人的数量。无论选择什么关键绩效指标,他们都必须放映组织目标,必须是组织成功的关键坐在,必须是可量化的可测量的。关键绩效指标通常是长期考虑的。它们的界定和测量方式是不经常更改的。关键绩效指标的目标随着组织目标的改变或更加靠近成功而改变。关键绩效指标反映组织目标如果组织有一个目标是成为本行业最有利可图的公司,那么他会设定关键绩效指标来测量利润和其他财务指标。“税前利润”和“所有者权益”就在其中。而“对社会事业的利润贡献百分比”则可能刨除在外。另一方面,一个学校与创造利润无关,因此它的关键绩效指标会有所不同。但是尽管不同,像“毕业率”和“就业率”这样的指标也可以精确的放映学校的使命和目标。关键绩效指标必须可量化要想使关键绩效指标有什么价值,就必须用一种方式来定义和衡量它。作为关键绩效指标,“营造更多的回头客”将会变得毫无价值,如果不能却分老客户和新客户的话。“成为最受欢迎的公司”不能作为关键绩效指标,因为没有方法能测量公司的名望或与其他公司比较。界定关键绩效指标并连年坚持也是非常重要的。对于“增加销售业绩”这个指标,你需要考虑采用销售量还是销售额来衡量。回扣从当月销售额中扣除还是从当月回扣中扣除销售额将会以标价记录还是以售价记录你还需要为每个关键绩效指标设定目标。一个雇主选择的公司目标可能包含“雇佣率”这样一个关键绩效指标。在它的背后市这样的定义由于绩效自动辞职和结束工作的人数除以期初雇佣的工人总数,还有通过人力资源信息系统收集的信息建立起来的测量它的方法。,目标就建立起来了。“雇佣率每年降低5”这样一个清晰的目标可以让每一个人都明白并且能够采取专门行动去实现它。关键绩效指标必须是组织成功的关键所在许多事情是可测的,但那并不使它们成为组织成功的关键所在。在筛选关键绩效指标时,将它们限制在对组织实现目标必要的因素上是非常关键的。将关键绩效指标的数量控制的较小也是非常重要的,这就像使每个人的注意力都集中在同样的关键绩效指标上。那并不是说,例如,一个公司总共只要三四个关键绩效指标。宁可公司有三四个关键绩效指标,其中的部