绩效考核.docx

1、绩效考核Audited key performance indicators: The Western Australian University experience（partly）Key Performance Indicators, also known as KPI or Key Success Indicators (KSI), help an organization define and measure progress toward organizational goals.Once an organization has analyzed its mission, ident

2、ified all its stakeholders, and defined its goals, it needs a way to measure progress toward those goals. Key Performance Indicators are those measurements.KPIs are one of the factors that constitute the project success criteria. KPIs are helpful to compare the actual and estimated project performan

3、ce in terms of effectiveness, efficiency, and quality of workmanship and product. KPIs can be used to measure the performance of project operation and usually used in construction project. Moreover, performance measurement can be carried out by establishing KPIs which offer objective criteria to mea

4、sure project success.Traditional project performance measurement can be measured by three factors which are cost, time and project quality. Previous researcher argued that the measure of project success can no longer be restricted to the traditional indicators . They advocate the expansion of succes

5、s measurement towards project management success or product success or both. Other research has stated that KPI is useful tool to investigate and manage change in construction project. Thus, KPIs also can be used to measure project management performance.A business may have as one of its Key Perform

6、ance Indicators the percentage of its income that comes from return customers. A school may focus its Key Performance Indicators on graduation rates of its students. A Customer Service Department may have as one of its Key Performance Indicators, in line with overall company KPIs, percentage of cust

7、omer calls answered in the first minute. A Key Performance Indicator for a social service organization might be number of clients assisted during the year. Whatever Key Performance Indicators are selected, they must reflect the organizations goals, they must be key to its success,and they must be qu

8、antifiable (measurable). Key Performance Indicators usually are long-term considerations. The definition of what they are and how they are measured do not change often. The goals for a particular Key Performance Indicator may change as the organizations goals change, or as it gets closer to achievin

9、g a goal.An organization that has as one of its goals to be the most profitable company in our industry will have Key Performance Indicators that measure profit and related fiscal measures. Pre-tax Profit and Shareholder Equity will be among them. However, Percent of Profit Contributed to Community

10、Causes probably will not be one of its Key Performance Indicators. On the other hand, a school is not concerned with making a profit, so its Key Performance Indicators will be different. KPIs like Graduation Rate and Success In Finding Employment After Graduation, though different, accurately reflec

11、t the schools mission and goals.If a Key Performance Indicator is going to be of any value, there must be a way to accurately define and measure it. Generate More Repeat Customers is useless as a KPI without some way to distinguish between new and repeat customers. Be The Most Popular Company wont w

12、ork as a KPI because there is no way to measure the companys popularity or compare it to others. It is also important to define the Key Performance Indicators and stay with the same definition from year to year. For a KPI of Increase Sales, you need to address considerations like whether to measure

13、by units sold or by dollar value of sales. Will returns be deducted from sales in the month of the sale or the month of the return? Will sales be recorded for the KPI at list price or at the actual sales price? You also need to set targets for each Key Performance Indicator. A company goal to be the

14、 employer of choice might include a KPI of Turnover Rate. After the Key Performance Indicator has been defined as the number of voluntary resignations and terminations for performance, divided by the total number of employees at the beginning of the period and a way to measure it has been set up by

15、collecting the information in an HRIS, the target has to be established. Reduce turnover by five percent per year is a clear target that everyone will understand and be able to take specific action to accomplish.Many things are measurable. That does not make them key to the organizations success. In

16、 selecting Key Performance Indicators, it is critical to limit them to those factors that are essential to the organization reaching its goals. It is also important to keep the number of Key Performance Indicators small just to keep everyones attention focused on achieving the same KPIs. That is not

17、 to say, for instance, that a company will have only three or four total KPIs in total. Rather there will be three or four Key Performance Indicators for the company and all the units within it will have three, four, or five KPIs that support the overall company goals and can be rolled up into them.

18、 If a company Key Performance Indicator is Increased Customer Satisfaction, that KPI will be focused differently in different departments. The Manufacturing Department may have a KPI of Number of Units Rejected by Quality Inspection, while the Sales Department has a KPI of Minutes A Customer Is On H

19、old Before A Sales Rep Answers. Success by the Sales and Manufacturing Departments in meeting their respective departmental Key Performance Indicators will help the company meet its overall KPI.Once you have good Key Performance Indicators defined, ones that reflect your organizations goals, one tha

20、t you can measure, what do you do with them? You use Key Performance Indicators as a performance management tool, but also as a carrot. KPIs give everyone in the organization a clear picture of what is important, of what they need to make happen. You use that to manage performance. You make sure tha

21、t everything the people in your organization do is focused on meeting or exceeding those Key Performance Indicators. You also use the KPIs as a carrot. Post the KPIs everywhere: in the lunch room, on the walls of every conference room, on the company intranet, even on the company web site for some o

22、f them. Show what the target for each KPI is and show the progress toward that target for each of them. People will be motivated to reach those KPI targets.Performance Appraisal (PA) is a process of evaluating the staffs working performance in certain period for an organization. As the main content

23、in manpower exploiting and management, and a difficult point in the Human Resource field, it plays an important role in personnel decisions and compensation management. How to evaluate the staffs performance scientifically, logically and justly attracts more and more corporations. The settlement per

24、formance examination indicators often become key point in the performance appraisal system.The method of KPI(Key Performance Index) has already been adopted while implementing the performance appraisal by more and more enterprises. This should owe the credit to two remarkable characteristics of KPI:

25、 first, KPI emphasizes that the establishment of the performance indicators must be got in touch with organizing the development strategy. Second, the problem which the organization needs to pay attention to and solve most within specific period that KPI pays close attention to the thing.Key Perform

26、ance Indicator Monitoring System (KPI-MS) is an online monitoring system of Key Performance Indicator (KPI) that can be accessed anywhere and anytime. It was developed to be a robust central database storing various performance data. This system is an intelligent database system and it is able to ca

27、lculate raw data automatically to produce performance outputs such as reports and charts. It has a single file structure which is easily maintained and compatible with corporate database structure. KPI-MS system is able to store schools and centers performance information for a number of years with

28、cumulative annual data that can be retrieved and compared with different years. This system is developed with the purpose of helping schools and centers at a university in West Malaysia to store their KPI data, calculate KPI marks and then generates reports and charts. Besides, KPI-MS is developed t

29、o provide value-added services, such as online monitoring of each schools or centres KPI accomplishments including performance comparison by year, between targeted and current accomplishment as well as between schools and centers in the university.Key Performance Indicators (KPI) is an index that ev

30、aluates the qualitative and quantitative performances of an organization or institution. In higher education institutions, KPI is an effective measure of the quality of the universities output used in planning and improving universities performance. According to Chan and Chan, KPI addressed several

31、issues of output and outcomes as the measurement of performance. In Malaysia, KPI is used as a requirement for the public higher education institutions in improving quality. The quality level of the higher education institutions were determined by the effectiveness and efficiency of their performanc

32、e. The benchmark of the performance indicators was determined by the Ministry of Higher Education (MoHE) Malaysia. Key Performance Indicators Monitoring System (KPI-MS) is proposed as a tool to be used in collecting, collating, processing, reporting, and monitoring the KPI data. KPI-MS system is abl

33、e to reduce the burden of each and every school, the university and the universitys central administration in preparing KPI performance reports. KPI-MS provides on-line monitoring of each schools and centres KPI accomplishment and services including performance comparison between targeted and current accomplishment, performa