人力资源：两法九步立关键业绩指标体系.docx

At present, the County personnel totaled 93,000 people, is three times times of 2010. Review the work of the past five years, the County formed to encourage innovation, innovation, participation in innovative atmosphere, a large number of innovations emerging high-level personnel leading the increasingly strong role; innovative idea further innovations gradually expanded from economic to social governance, public safety, intelligence and other areas of urban construction, innovation and talent support becomes increasingly important. Of hard work, the county levels to cherish, continue to consolidate, improve and, for the future development, to remain sober-minded, scientific foresight, courage to play. Under the influence of complicated international and domestic situation, the domestic economic situation, and General Secretary of stability, but downward pressure on large trend of differentiation and deepening of structural adjustment sums up the current situation. From Dongping actual see, Thirteen-Five during, County faced stable economic growth, and deepening structure adjustment of double task, both faced with economic total small, and per capita level low, and industry structure not reasonable, and economic development way extensive, basic situation, more has industry cluster early now prototype, and Park hosted capacity constantly enhanced, and resources traffic location advantage increasingly appeared, and cadres masses innovation venture passion 人力资源：两法九步建立关键业绩指标体系 明阳天下拓展培训 关键业绩指标（Key Performance Indicators，简写KPI）体系建立的难点是缺乏一套系统的框架。关键业绩指标（KPI）不像平衡记分卡（BSC），平衡记分卡（BSC）有一个框架，即财务、客户、内部运营、学习成长四个维度，而关键业绩指标（KPI）则没有。通常，构建关键业绩指标（KPI）体系，可以从两条主线进行：一是纵向的依据企业战略目标的自上而下的责任及目标分解；二是横向的分析管理及业务流程。也就是说关键业绩指标（KPI）体系建立可采用两种方法：功能分析法（也称为职责分析法，Function Analysis System Technique，简写FAST法）和流程分析法（Process Analysis System Technique，简写PAST法）。 1、功能分析法（FAST法）（FAST法） 功能分析法（FAST法），也称为职责分析法，主要是从公司的战略目标开始，通过识别跟关键成功因??相关的部门职责，寻找到跟关键成功因素有逻辑关系的部门职责，由部门职责作进一步的分解到各岗位，然后再提炼KPI的一种方法。很像“目标—手段”方法，要达到公司的预期目