关键绩效指标的英文

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英文翻译
造句

critical performance indicator
kpi key performance indicators

关键 hinge; key; crux; linchpin; ...
指标 target; quota; norm; index; ...
持续改进关键绩效指标如销售额 improves kpis: sales, sales/fte
销售地区成本管理的关键绩效指标 kpis of sales region cost management
效率成本管理的关键绩效指标 kpis of efficiency cost management
质量成本管理的关键绩效指标 kpis of quality cost management
关键绩效 key performance
关键绩效区 key result areas
绩效指标 indicators of achievement; performance indicators; resultats
绩效指标数目 number of indicator of achievements
经济绩效指标 economic performance index
供应链管理的绩效指标 supply-chain kpi
绩效指南 merit guideline
绩效指针 performance index performance indicator
等效指标 equivalent merit
有效指标 effective index; efficiency index
成本绩效指数 cost performance index， cpi; cost performance indicator ("cpi"); cpi cost performance index; cpi cost performance indicator
费用绩效指数 cpi=cost performance index
服务绩效指数 service performance index：spi
进度绩效指数 schedule performance index， spi; scheduled performance indicator ("spi"); spi schedule performance index
制程绩效指数 process performance index
程序功效指标 index of program behavior
经济实效指标 economic performance index
待完成绩效指数 tcpi to complete performance index
停车绩效指针模式 parking service index model

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例句与用法

According to the practice of the process of design performance system for china telecom xian branch , bsc has been introduced into performance management to certain the performance assessment element by made the indexes of finance / benefit , service / operation and develop all get together . then use the method named value tree tc make the enterprise strategy mission decomposed to every department and post , establish the system of performance management index by select kpi , and use moon chart to estimate the weight of index in order to ensure assessment emphasis . the last but not the least important is sign a performance agreement with every person , to achieve two - way communicate of performance objective and make personnel grow with enterprise
在进行绩效管理体系设计的过程中，引入“平衡计分卡” ，确定该企业绩效考核评价要素，使财务效益类指标与服务经营类、学习成长类指标相结合；使用“价值树”方法，将该公司的总体战略指标分解到各个部门、各个岗位；通过关键绩效指标( kpi )的选择，建立了部门和个人的绩效考核指标体系；采用“月亮图”法确定指标权重，明确岗位考核重点；最后，以逐级签订“绩效协议”的方式，实现企业绩效目标双向沟通、企业与员工发展共进的绩效管理目标。
As it has been proved , performance management becomes a very popular instrument to improve employees ’ performances , and as a consequence , to further improve firms ’ overall performances . however , since the lack of experience , the effects of performance management systems in many domestic companies are not as good as we expected
本文认为,应综合运用目标管理、关键绩效指标、平衡记分卡等多种绩效管理方法和理论,为企业建立一套与企业战略目标相适应、与企业管理现状相配套,能切实有利于推动和促进企业发展的绩效管理系统。
Based on balanced scorecard theory , this paper introduces its implementation model , meanwhile , points out there are three key problems in the design of the model : first , the determination of the key performance index system ; second , the support of the information technology ; third , the modeling methods related to the information technology and the kpi system
基于平衡计分卡理论，介绍了相关的实施模型，指出该模型在设计过程中存在三个关键问题：一、关键绩效指标体系的确定；二、信息技术的支持；三、与信息技术及关键绩效指标体系相关的建模方法。
In this thesis combination description of the theories on performance management has been made in order to clarifying the confusion and lopsided about the performance management . then do a careful exposition on bsc , kpi and mbo about their scientific , systematicness and logicality
本文系统综述了绩效管理的理论，澄清了目前对绩效管理、绩效考核认识的模糊性与片面性；对系统的绩效管理方法如平衡计分卡、关键绩效指标、目标管理等的科学性、系统性和逻辑性进行了详细的论述。
This article introduced the new development of performance appraisal theory . according to analyze the problems and reasons of performance appraisal of private companies , this article comes up with a reforming approach and account for how to establish a new performance appraisal system combined the balanced scorecard and key performance indicator with analytic hierarchy process . at the end of the paper , account for the practice method of how to establish performance indicator by case analysis
论文首先介绍了绩效考评理论的最新发展，针对民营企业的人力资源管理主要是绩效考评方面的问题和原因进行了剖析，提出了民营企业改进绩效考核的思路，并结合平衡计分卡( bsc )以及关键绩效指标( kpi )考评方法作为指标设置的指导，通过层次分析法确定各指标权重，从而建立了一种全新的绩效考评体系。
First the paper narrates about modern logistic research and performance measurement research in the mass , and point out that not only the academia but also the enterprises have n ' t pay enough attention to the measurement of the logistics ; then it comes to the main part of the whole thesis which introduces a complete process how a logistic kpis system is built
本文大致可分为三个部分，第一部分主要是关于现代物流研究与企业绩效评论理论的综述，并指出目前国内无论是学术界还是企业界对物流体系的评价、衡量领域还没引起足够的重视；第二部分是本文的主体部分，介绍了一个完整的物流关键绩效指标体系的建立。
As a sort of modern management tool and means , effective performance appraisal system can make enterprise come to goal , create high performance and become headspring of shape and development of enterprise . so how to establish effective performanc appraisal system become a focus of domestic enterprise . on the basis of analyzing the theory and method of performance appraisal , this article brings forward a new method of performance appraisal - - all directional key performance indicator performance appraisal system . according to analyze the theory of performance appraisal and the method of performance appraisal , this article account for how to establish all directional key performance indicator system . at the end of the paper , account for the practice method of how to establish all directional key performance indicator by case analysis
本文首先介绍了国内外绩效考评的发展概况、绩效考评的理论体系，并对现代绩效考评方法进行了全面的分析，在对各绩效考评方法的应用优劣比较的基础上，提出了将目标管理( mbo )绩效考评体系、平衡计分卡( bsc )绩效考评体系以及关键绩效指标( kpi )绩效考评体系三者有机结合的全方位关键绩效指标绩效考评体系，并从理论上详细说明了全方位关键绩效指标体系的设计方法，最后结合实际案例讲述了全方位关键绩效指标体系设计的具体操作。
In corporation ’ s human resource management realm , with the core link that human resource management , and with the performance management for correspond to order , analyzing the applied circumstance of key performance index , to study more reasonable methods of design and operation for key performance index , is this thesis basic frame . textual and basic conclusion is : key performance index is the abstract and induce of the key success element of company and organization operation process , is the key index to measure the effect of corporation strategy
在企业人力资源管理领域内,在人力资源管理的核心环节以绩效管理为切入点,分析绩效考核的不足之处,探讨关键绩效指标设计和使用方法,是本文的基本框架。本文的基本结论是:关键绩效指标是对公司及组织运作过程中关键成功要素的提炼和归纳,是衡量企业战略实施效果的关键指标,其目的是建立一种机制,将企业战略转化为内部过程和活动,以不断加强企业的核心竞争力和持续地取得高效益。
Competition among companies actually is the one among their competent and talented employees , so human resource management especially performance management is very important for private companies . on the basis of analyzing the performance appraisal problems of private companies , this article brings forward a new method of performance appraisal with the modern balanced scorecard , key performance indicator and analytic hierarchy process , which means a better way for private companies to get rid off the difficulties of performance appraisal
本文在分析民营企业绩效考评现状与问题的基础上，以目前新发展的平衡计分卡和关键绩效指标方法作为绩效指标体系的基础框架，结合采用层次分析法确定各指标合理权重，提出了一种新型的战略性绩效考评模型，从而对长期困扰民营企业的绩效考评问题给出了较好的解决方法。