performance indicator

简明释义

效益指标

英英释义

例句

1.Customer satisfaction is a vital performance indicator 绩效指标 for our service-oriented business.

客户满意度是我们服务导向型业务的重要绩效指标 performance indicator。

2.To improve efficiency, we need to identify new performance indicators 绩效指标 for our operations.

为了提高效率，我们需要为我们的运营识别新的绩效指标 performance indicators。

3.Sales growth is one of the primary performance indicators 绩效指标 we track each month.

销售增长是我们每月跟踪的主要绩效指标 performance indicators 之一。

4.The company's quarterly report highlighted key performance indicators 绩效指标 to assess its growth.

公司的季度报告强调了关键的绩效指标 performance indicators 来评估其增长。

5.Our team uses various performance indicators 绩效指标 to measure project success.

我们的团队使用各种绩效指标 performance indicators 来衡量项目的成功。

作文

In today's competitive business environment, organizations are constantly seeking ways to measure their success and improve their operations. One of the most effective tools for achieving this is the use of performance indicators. A performance indicator (绩效指标) is a quantifiable measure that is used to evaluate the success of an organization, employee, project, or program in meeting objectives for performance. By establishing clear performance indicators, businesses can gain insights into their operational efficiency and effectiveness.The concept of performance indicators is not new; it has been utilized in various fields, including education, healthcare, and manufacturing. In the corporate world, however, the use of performance indicators has become increasingly important as companies strive to remain competitive. These indicators can take many forms, such as financial metrics, customer satisfaction scores, or employee productivity ratings.One of the key benefits of using performance indicators is that they provide a clear framework for assessing progress. For instance, a company may set a goal to increase sales by 20% over the next year. To track this objective, they could establish specific performance indicators such as monthly sales figures, customer acquisition rates, and average transaction values. By regularly monitoring these indicators, management can quickly identify areas where performance is lagging and make necessary adjustments.Moreover, performance indicators foster accountability within an organization. When employees are aware of the specific performance indicators that are being measured, they are more likely to take ownership of their roles and responsibilities. This transparency can lead to increased motivation and engagement, as team members understand how their efforts contribute to the overall success of the organization.However, it is essential to choose the right performance indicators. Not all indicators are relevant or useful for every organization. It is crucial to align performance indicators with the strategic goals of the business. For example, if a company's primary focus is on customer service, then indicators related to customer satisfaction and response times would be more pertinent than financial metrics.Additionally, organizations should ensure that their performance indicators are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This approach helps to create clear and actionable objectives that can be effectively tracked over time.In conclusion, performance indicators are vital tools for any organization aiming to enhance its performance and achieve its strategic objectives. By implementing well-defined performance indicators, businesses can monitor their progress, foster accountability, and ultimately drive success. As the business landscape continues to evolve, the importance of utilizing performance indicators will only grow, making them an indispensable part of organizational strategy and management.

在当今竞争激烈的商业环境中，组织不断寻求衡量成功和改善运营的方法。实现这一目标的最有效工具之一就是使用绩效指标。绩效指标（performance indicator）是用于评估组织、员工、项目或程序在实现绩效目标方面成功程度的可量化措施。通过建立明确的绩效指标，企业可以深入了解其运营效率和有效性。绩效指标的概念并不新鲜；它已在教育、医疗保健和制造业等多个领域得到应用。然而，在企业界，随着公司努力保持竞争力，使用绩效指标变得越来越重要。这些指标可以采取多种形式，例如财务指标、客户满意度评分或员工生产率评级。使用绩效指标的一个主要好处是，它们提供了评估进展的清晰框架。例如，一家公司可能设定目标，在未来一年内将销售额提高20%。为了跟踪这一目标，他们可以建立具体的绩效指标，例如每月销售数据、客户获取率和平均交易额。通过定期监测这些指标，管理层可以迅速识别出表现滞后的领域，并进行必要的调整。此外，绩效指标促进了组织内部的问责制。当员工意识到正在被测量的具体绩效指标时，他们更有可能对自己的角色和责任负责。这种透明度可以导致动机和参与度的提高，因为团队成员理解他们的努力如何有助于组织的整体成功。然而，选择正确的绩效指标至关重要。并非所有指标都与每个组织相关或有用。关键是要将绩效指标与企业的战略目标对齐。例如，如果公司的主要关注点是客户服务，那么与客户满意度和响应时间相关的指标将比财务指标更为相关。此外，组织应确保其绩效指标符合SMART原则：具体、可测量、可实现、相关和时限性。这种方法有助于创建明确且可操作的目标，可以有效地随时间跟踪。总之，绩效指标是任何希望提高绩效和实现战略目标的组织的重要工具。通过实施明确定义的绩效指标，企业可以监控其进展、促进问责制，并最终推动成功。随着商业环境的不断演变，利用绩效指标的重要性只会增加，使其成为组织战略和管理不可或缺的一部分。