MBA Essay范文：Key Performance Indicators

MBA Essay范文-关键绩效指标。本文是一篇留学生MBA Essay写作范文，主要内容是讲述绩效指标或也称为关键绩效指标（KPI）是一种衡量组织或公司绩效的方法。它主要用于监控运营或衡量对组织当前和未来成功最关键的组织绩效方面的关注。MBA Essay引用MaryLynn Zahn的话表示，KPI用于评估公司在其业务部门、部门、部门和员工中的绩效。它非常有助于提供某些结果已经或尚未实现的证据，使决策者能够疯狂地实现预期产出、结果、目标和目的，有助于感知差异，与特定背景下的期望变化相关的改进或发展，也包括显示变化的信息，如提供反映变化的简单可靠的因素或变量。在一个组织中，有几种类型的绩效指标具有某些特征和描述。以下就是这篇MBA Essay范文的全部内容，供参考。

A performance indicator or also known as key performance indicator (KPI) is a kind method to measure performance used by organization or company (Irwin, 2011). It is mostly use to monitor an operation or to measure focusing in the aspects of organizational performance which are most critical for an organization current and future success (Irwin, 2011). According to MaryLynn Zahn, KPIs are used in order to assess the company’s performance in their business units, division, departments and employees (Zahn, 2013). It is very helpful in providing evidence that certain results have or have not been achieved, enable achievement of intended outputs, outcomes, goals and objectives to be mad by decision makers, help in perceiving differences, improvements or developments which is related to a desired change in a particular context and also it consists of information which shows the changes such as factors or variables that provide a simple and reliable which reflect the changes (Zahn, 2013). There are a few types of performance indicators in an organization with certain characteristics and description.

Key performance indicators or KPIs are non-financial measures and they are not expressed in monetary figures. For example, if you put a Ringgit Malaysia sign in measuring, you have not dug deep enough. Yesterday sales made by an organization will be a result of sales calls made previously into existing and prospective customers as well as in advertising, amount of contact with the key customers and product reliability. Result indicators are a sales indicator which has been expressed in monetary terms (Irwin, 2011). Most of the organization uses KPI for certain activities which undertaken their key customers and who are often generate most or all of their profit (Irwin, 2011).

关键绩效指标或KPI是非财务指标，不以货币数字表示。例如，如果你在测量中放了一个马来西亚林吉特的标志，你就没有挖得足够深。一个组织昨天的销售将是之前对现有和潜在客户的销售电话以及广告、与关键客户的联系量和产品可靠性的结果。结果指标是以货币形式表示的销售指标。大多数组织将KPI用于开展其关键客户的某些活动，这些客户通常产生大部分或全部利润。

Besides, KPI will be used in measuring frequently. It is usually being monitored and reported 24/7, daily or perhaps weekly. It could not be use in monthly measurement as it will be shutting the stable door well after the horse has bolted (Irwin, 2011). It is current or future measures and as opposed to the past measures. Most of the organization measures are past indicator and they usually measure events of the last month or quarter (Irwin, 2011). These measures are not KPI which is why a satisfaction percentage such as 65% of customer satisfaction survey performed in every six months couldn’t be a performance indicator (Irwin, 2011).

此外，KPI将经常用于衡量。通常每天或每周全天候监测和报告。它不能用于每月的测量，因为它将在马逃跑后很长一段时间内关闭马厩的门。这是当前或未来的措施，而不是过去的措施。大多数组织指标都是过去的指标，通常衡量上个月或上个季度的事件。这些指标不是KPI，这就是为什么每六个月进行一次客户满意度调查的65%等满意度不能作为绩效指标的原因。

KPIs should be made clear of what action is needed and can be understood by staff. Usually they are acted upon by the CEO and senior management and good KPIs can make differences to the CEO or superior for constant attention such as with daily calls to the relevant staff (Irwin, 2011). Besides, they have a very significant effect upon the organization. Usually it will affect the critical success factors and more than a balanced scorecard perspective. In other words, when theCEOfocuses on the KPI and the staff follows, the organization scores goals in all directions (Irwin, 2011). KPI also has a positive effects or a flow on effect on the other measure. For example, reducing late planes would improve performance measures around improved service by ground staff as there is less “firefighting” to distract them from a quality and caring customer contact.

关键绩效指标应明确需要采取哪些行动，并能为员工所理解。通常由首席执行官和高级管理层采取行动，良好的KPI可以对首席执行官或上级产生影响，以获得持续关注，例如每天给相关员工打电话。此外，它们对组织有着非常重要的影响。通常，它会影响关键的成功因素，而不仅仅是平衡的记分卡视角。换言之，当首席执行官专注于关键绩效指标，员工紧随其后时，组织就会在各个方向上得分。KPI对其他度量也有积极影响或流动效应。例如，减少迟到的飞机将改善地勤人员改善服务的绩效措施，因为减少了“灭火”，分散了他们对优质和关爱客户联系的注意力。

There are three types of key performance indicators which are quantitative, directional and actionable. This sub categorization could be an extremely valuable tool for a company in the assessment of its performance (Zahn, 2013).

主要绩效指标有三类，它们是定量的、定向的和可操作的。这种细分可能是公司评估其业绩的一个非常有价值的工具。

In quantitative indicators, it is used to measure quantity or expressed it as in a form of numbers (Zahn, 2013). Depending on the data being used and involved, they can be expressed in a number ways. It could be in the form as whole number, decimals, ratios, fractions, percentages and monetary values. This type of indicator is easy to use and compare and it benefits us when it come to comparing data (Zahn, 2013). For example, an organization can use the data to compare a scientific indicator throughout a period of time in order to understand the business trends or the position of a company against the competitor. As an example of quantitative indicators in business world are number of invoices processed, turnaround time, number of payments posted, number of reconciliations completed, number of journal entries posted, annual sales, annual expenditures and etc (Zahn, 2013).

在定量指标中，它用于衡量数量或以数字的形式表示。根据所使用和涉及的数据，它们可以用多种方式表示。它可以是整数、小数、比率、分数、百分比和货币价值的形式。这种类型的指标易于使用和比较，在比较数据时对我们有利。例如，一个组织可以使用这些数据来比较一段时间内的科学指标，以了解业务趋势或公司与竞争对手的地位。作为商业世界中量化指标的一个例子，有处理的发票数量、周转时间、过账的付款数量、完成的对账数量、过账的日记账分录数量、年度销售额、年度支出等。

The second type of directional indicators is used to provide the necessity data for a company in order to get a pulse around whether they wish to improve, remain the same or failing. It will be used to help in identifying the improvement or progress as such in comparing last month’s and this month’s sales (Zahn, 2013). Directional indicators are extremely helpful to identify the areas which are not performing effectively or efficiently and also to track and corrective action which is taken in a timely manner or it can be the mean difference in between a company success and failure (Zahn, 2013).

第二类方向性指标用于为公司提供必要性数据，以了解公司是否希望改进、保持不变或失败。它将用于帮助确定上个月和本月销售额的改进或进展。方向性指标非常有助于识别表现不佳的领域，也有助于跟踪和及时采取的纠正措施，或者它可能是公司成功与失败之间的平均差异。

Actionable indicator is used to assist in a company to identify area which they can be changed effectively by taking action. As an example that could be shown is a company would do better by the outsourcing processes (Zahn, 2013). In this, the true benefit can be realized when a company or organization analyzes the indicators in place and take appropriate action. Company’s performance could be assist by these indicators because it is a valuable tool for them in order to stay ahead of the company competitors. If this indicator is being use to their fullest, it will make a great difference in between a highly successful company or whether the company is barely only maintaining (Zahn, 2013).

可操作指标用于帮助公司识别可以通过采取行动有效改变的领域。可以证明的一个例子是，一家公司通过外包流程会做得更好。在这种情况下，当公司或组织分析现有指标并采取适当行动时，才能实现真正的效益。这些指标可能有助于公司的业绩，因为这是他们保持领先于公司竞争对手的宝贵工具。如果这一指标得到充分利用，它将对一家高度成功的公司和该公司是否仅仅维持运营产生巨大影响。

There is another one type of indicator which was not included by MarLynn Zahn, the qualitative indicators (Evaluation, n.d.). In qualitative indicators, it does not show the numeric measures but the depict the status of something which is in more qualitative terms. These indicators are not seem to be appealing but there are some things which are better as compared to the quantitative indicator (Evaluation, n.d.). For example, how much a poor community is empowered may not be measurable in strict quantitative terms. But they can be graded based on qualitative findings. Whether a cooperative body is properly functioning or not, can be assessed in qualitative terms and then it can be graded (Evaluation, n.d.).

MarLynn Zahn没有包括另一种类型的指标，即定性指标。在定性指标中，它不显示数字指标，而是用更定性的术语描述事物的状态。这些指标似乎没有吸引力，但与定量指标（评估，未注明）相比，有些指标更好。例如，贫困社区的权力有多大，可能无法用严格的定量来衡量。但它们可以根据定性结果进行分级。合作机构是否正常运作，可以从定性的角度进行评估，然后进行评级（评估，未另行说明）。

In my opinion, if a small company or organizations which wish to identify their own company performance, it will be appropriate to use quantitative indicator as it will be easier to understand and view by them. It will be more appropriate and easy to view since the data all will be shown in the form of numbers and it can be clearly seen through the graphs or tables (Zahn, 2013). For company which wants to know about their performance as in the total of sales or profit without the intention to against their competitor, quantitative indicator will be the best indicator to be used (Institute, 2011). However, for a company or organization that wants to improve in their performance or sales, it will be useful to use directional indicator. This is because in directional indicator, it can help an organization to identify the improvement or the progress of their performance such as their sales or rundown of the company from time to time (Methadology, 2014). This will ease them in looking or identifying what is the reason or factors of the success. It can be the same for them to identify their problems as well if there happen to be a loss rather than profit so they could identify the problem and solve it before it leads to another crisis of an organization or company. It is not a comparison or competition in between the types of indicators but rather depends on own perspectives values and respective importance by an organization or company. Depending on their goal to get from the performance indicators and select which is the one that suits them using it (Evaluation, n.d.).

在MBA Essay范文的作者看来，如果一个小公司或组织希望确定自己的公司业绩，那么使用定量指标是合适的，因为这将更容易被他们理解和查看。这将更合适，也更容易查看，因为所有数据都将以数字的形式显示，并且可以通过图表或表格清楚地看到。对于那些想知道自己在销售额或利润总额方面的表现而不想与竞争对手竞争的公司来说，定量指标将是最好的指标。然而，对于一个想要提高业绩或销售额的公司或组织来说，使用方向性指标是有用的。这是因为在方向性指标中，它可以帮助组织识别其业绩的改进或进展，例如他们的销售额或公司不时的倒闭。这将使他们能够轻松地寻找或识别成功的原因或因素。如果碰巧出现亏损而不是盈利，他们也可以识别自己的问题，这样他们就可以在问题导致组织或公司的另一场危机之前识别并解决问题。这不是指标类型之间的比较或竞争，而是取决于组织或公司自身的观点、价值观和各自的重要性。根据他们的目标，从绩效指标中获取并选择适合他们的指标。本站提供各国MBA Essay写作指导服务，如有需要可咨询本平台。