{"id":96118,"date":"2020-10-08T07:43:11","date_gmt":"2020-10-08T05:43:11","guid":{"rendered":"https:\/\/prohoster.info\/blog\/administrirovanie\/eti-bezumnye-kpi"},"modified":"2020-10-08T07:43:11","modified_gmt":"2020-10-08T05:43:11","slug":"eti-bezumnye-kpi","status":"publish","type":"post","link":"https:\/\/prohoster.info\/lv\/blog\/administrirovanie\/eti-bezumnye-kpi","title":{"rendered":"\u0160ie traki KPI","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<p>Vai jums pat\u012bk KPI? Pie\u013cauju, ka noteikti n\u0113. Gr\u016bti atrast cilv\u0113ku, kur\u0161 nav cietis no KPI k\u0101d\u0101 veid\u0101: k\u0101ds nesasniedz m\u0113r\u0137us, k\u0101ds saskaras ar subjekt\u012bvu nov\u0113rt\u0113jumu, bet k\u0101ds str\u0101d\u0101, izst\u0101jas, bet nekad neuzzina, no k\u0101 sast\u0101v tie pa\u0161i KPI, par kuriem uz\u0146\u0113mum\u0101 pat run\u0101t baid\u012bj\u0101s. Un, lai gan tas \u0161\u0137iet labs darbs: r\u0101d\u012bt\u0101j\u0101 tavai m\u0113r\u0137im uz\u0146\u0113muma, tu dari visu, lai to sasniegtu, un m\u0113ne\u0161a beig\u0101s sa\u0146em pr\u0113miju vai citu bonusu. Caursp\u012bd\u012bga sp\u0113le, god\u012bgas likmes. Bet n\u0113, KPI ir p\u0101rv\u0113rtu\u0161ies par briesm\u012bgu un nepie\u0146emamu monstru, kas regul\u0101ri cen\u0161as uzsv\u0113rt neapzin\u012bgos, bet nekas nedod izpild\u012bt\u0101jiem. Ar \u0161iem r\u0101d\u012bt\u0101jiem kaut kas nav k\u0101rt\u012bb\u0101!&nbsp;<\/p>\n<p>Steidzinos inform\u0113t: ja jums nepat\u012bk KPI, j\u016bsu uz\u0146\u0113mum\u0101 tos vienk\u0101r\u0161i neprot gatavot. Vai ar\u012b j\u016bs esat izstr\u0101d\u0101t\u0101js.&nbsp;<\/p>\n<p><img decoding=\"async\" alt=\"\u0160ie traki KPI\" src=\"\/wp-content\/uploads\/2020\/10\/0715f3c2c9f7616e3b113e527ab18296.png\" style=\"display:block;margin: 0 auto;\" \/>Kad uz\u0146\u0113mum\u0101 visiem darbiniekiem uzst\u0101d\u012bts vien\u0101ds KPI<\/p>\n<blockquote>\n<p><em>Pazi\u0146ojums. \u0160is raksts ir darbinieka priv\u0101t\u0101 viedok\u013ca izpausme, kas var sakrist, bet var ar\u012b nesakrist ar uz\u0146\u0113muma viedokli.<\/em><\/p>\n<\/blockquote>\n<h3>KPI ir nepiecie\u0161ami. Punkts.<\/h3>\n<p>S\u0101ku\u0161u ar lirisku atk\u0101pi un nor\u0101d\u012b\u0161u savu nost\u0101ju, kas balst\u012bta uz pieredzi. KPI patie\u0161\u0101m ir nepiecie\u0161ami, un tam ir iemesli.<\/p>\n<ul>\n<li>\n<p>Att\u0101lin\u0101t\u0101s, izklied\u0113t\u0101s un cit\u0101s pa\u0161izol\u0113t\u0101s komand\u0101s KPI ir veids, k\u0101 dele\u0123\u0113t darbiniekam ne tikai uzdevumus, bet ar\u012b rezultativit\u0101tes nov\u0113rt\u0113jumu. Katrs komandas loceklis var redz\u0113t, cik \u0101tri vi\u0146\u0161 virz\u0101s uz m\u0113r\u0137i un kori\u0123\u0113t savu iesaisti, p\u0101rdal\u012bt p\u016bles.<\/p>\n<\/li>\n<li>\n<p>KPI r\u0101d\u012bt\u0101ju svari noteikti demonstr\u0113 uzdevumu priorit\u0101ti, un darbinieki vairs nevar\u0113s veikt tikai vieglos darbus vai tikai tos, kas vi\u0146iem pat\u012bk.&nbsp;<\/p>\n<\/li>\n<li>\n<p>KPI ir skaidrs un nep\u0101rprotams darbinieka virz\u012bbas virziens uz\u0146\u0113mum\u0101: tev ir pl\u0101ns, un tu to \u012bsteno. Izv\u0113lies r\u012bkus, metodes un pieejas, bet l\u016bdzu, centies maksim\u0101li pietuvoties m\u0113r\u0137im.<\/p>\n<\/li>\n<li>\n<p>KPI apvieno un rada nelielu sacens\u012bbu efektu uz\u0146\u0113mum\u0101. Laba konkurence komand\u0101 virza biznesu uz pe\u013c\u0146u.&nbsp;<\/p>\n<\/li>\n<li>\n<p>Pateicoties KPI, redzams katra atsevi\u0161\u0137a darbinieka progress, izl\u012bdzin\u0101s spriedze kolekt\u012bv\u0101, katra darba nov\u0113rt\u0113jums ieg\u016bst ac\u012bmredzamu, pier\u0101d\u012btu formu.<\/p>\n<\/li>\n<\/ul>\n<p>Protams, tas viss ir aktu\u0101li tikai tad, ja izv\u0113l\u0113tie KPI atbilst vair\u0101k\u0101m pras\u012bb\u0101m.<\/p>\n<h2>Kur ir t\u0101 norm\u0101lo KPI robe\u017ea?<\/h2>\n<p>Lai gan \u0161is raksts ir priv\u0101t\u0101 viedok\u013ca izpausme, tom\u0113r es atz\u012bm\u0113\u0161u iemeslus \u0161\u0101dai dzi\u013cai interesei par KPI t\u0113mu. Proti, tas ir par to, ka izlaidum\u0101 <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>RegionSoft CRM 7.0<\/u><\/a><\/noindex> ir par\u0101d\u012bjies lielisks uzlabotais KPI apr\u0113\u0137ina modulis: tagad <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>CRM sist\u0113m\u0101<\/u><\/a><\/noindex> var izveidot r\u0101d\u012bt\u0101jus jebkuras sare\u017e\u0123\u012bt\u012bbas ar jebk\u0101diem nov\u0113rt\u0113jumiem un svaru. Tas ir \u0113rti un lo\u0123iski: CRM tiek fiks\u0113tas visas darb\u012bbas un sasniegumi (r\u0101d\u012bt\u0101ji) katram uz\u0146\u0113muma darbiniekam, un uz to pamata tiek veikti KPI v\u0113rt\u012bbu apr\u0113\u0137ini. M\u0113s jau esam rakst\u012bju\u0161i divus lielus rakstus par \u0161o t\u0113mu, tie bija akad\u0113miski un nopietni. \u0160is raksts b\u016bs skarbs, jo uz\u0146\u0113mumi attiecas uz KPI k\u0101 uz cukura gabalu, k\u0101 uz whip, k\u0101 uz zi\u0146ojumu, k\u0101 uz form\u0101lu pras\u012bbu utt. Ta\u010du tas, starp citu, ir vad\u012bbas r\u012bks un lieliska rezult\u0101ta m\u0113r\u012b\u0161anas lieta. Bet kaut k\u0101d\u0101 veid\u0101 visiem ir daudz pat\u012bkam\u0101k padar\u012bt no KPI masveida izn\u012bc\u012bbas ieroci motiv\u0101cijas un darbinieku gar\u012bg\u0101 st\u0101vok\u013ca nom\u0101k\u0161anai.<\/p>\n<p>T\u0101tad, KPI ir j\u0101b\u016bt izm\u0113r\u0101miem, prec\u012bziem, izpild\u0101miem \u2014 tas ir visp\u0101rzin\u0101ms. Bet diezgan reti tiek run\u0101ts par to, ka KPI r\u0101d\u012bt\u0101jiem j\u0101b\u016bt vispirms adekv\u0101tiem. Apskat\u012bsim punktus.<\/p>\n<h3>Tam nevajadz\u0113tu b\u016bt nejau\u0161am r\u0101d\u012bt\u0101ju kopumam<\/h3>\n<p>R\u0101d\u012bt\u0101jiem j\u0101b\u016bt balst\u012btiem uz biznesa profilu, uz\u0146\u0113muma m\u0113r\u0137iem un darbinieku iesp\u0113j\u0101m. Viss tas j\u0101b\u016bt skaidri izkl\u0101st\u012btam KPI sist\u0113mas dokument\u0101cij\u0101 (kuru j\u016bs vienk\u0101r\u0161i esat par\u0101d\u0101 katram darbiniekam). Prioritiz\u0113jiet sasniedzamos m\u0113r\u0137us, nosakot katram no tiem savu svar\u012bguma kategoriju, izmantojot KPI svarus, un izstr\u0101d\u0101jiet individu\u0101lus r\u0101d\u012bt\u0101jus katram darbiniekam atsevi\u0161\u0137i vai grupai. Nedr\u012bkst dar\u012bt t\u0101, lai:<\/p>\n<p>a) KPI b\u016btu savstarp\u0113ji saist\u012bti, proti, viena darbinieka individu\u0101lo KPI izpildi ietekm\u0113tu citu darbinieku darbs (<em>klasika 1: m\u0101rketinga speci\u0101lists piesaista leadus, un vi\u0146a KPI ir p\u0101rdo\u0161anas apjoms, ja p\u0101rdo\u0161anas noda\u013ca nestr\u0101d\u0101, cie\u0161 m\u0101rketings, kas nevar ietekm\u0113t kol\u0113\u0123us; klasika 2: test\u0113t\u0101ja KPI ietver k\u013c\u016bdu labojumu \u0101trumu, uz kuru vi\u0146\u0161 ar\u012b praktiski nevar ietekm\u0113t<\/em>);<\/p>\n<p>b) KPI nedr\u012bkst tika akli piem\u0113roti visiem darbiniekiem (\"nolas\u012bsim KPI p\u0101rdo\u0161anas pl\u0101na izpildi visai izstr\u0101des komp\u0101nijai\" \u2014 t\u0101 nedr\u012bkst dar\u012bt, bet izveidot koeficientu, kas sasniegs kop\u0113jo m\u0113r\u0137i, k\u0101 pamatu pr\u0113miju pie\u0161\u0137ir\u0161anai \u2014 to var dar\u012bt);<\/p>\n<p>c) KPI ietekm\u0113ja darba kvalit\u0101ti, tas ir, kvantitat\u012bvs m\u0113r\u012bjums b\u016btu uz kvalit\u0101tes nov\u0113rt\u0113juma r\u0113\u0137ina.<\/p>\n<h3>Tam nevajadz\u0113tu b\u016bt matricai ar subjekt\u012bviem nov\u0113rt\u0113jumiem<\/h3>\n<p>Atmi\u0146\u0101 uzreiz atn\u0101k KPI matricas no mana pirm\u0101 darba \u2014 bezj\u0113dz\u012bbas un subjektivit\u0101tes triumfs, kur darbiniekus burtiski nosl\u012bcin\u0101ja ar divniekiem par uzved\u012bbu (iedeva -2 par \"uzved\u012bbu uz\u0146\u0113mum\u0101\" un samazin\u0101ja pr\u0113miju uzreiz par 70%). J\u0101, KPI var b\u016bt da\u017e\u0101di: tie motiv\u0113 vai bied\u0113, tiek izpild\u012bti vai fikt\u012bvi piep\u016bstas, padara biznesu nesasniedzami lielisku vai gal\u012bgi nosl\u012bcina komp\u0101niju. Probl\u0113ma nav KPI, bet taj\u0101s galv\u0101s, kas ar tiem nodarbojas. Subjekt\u012bvie KPI ir tie, kas ir saist\u012bti ar \"nov\u0113rt\u0113jo\u0161\u0101m\" \u012bpa\u0161\u012bb\u0101m, piem\u0113ram: \"gatav\u012bba pal\u012bdz\u0113t kol\u0113\u0123iem\", \"iev\u0113ro\u0161ana korporat\u012bvajai \u0113tikai\", \"uz\u0146em\u0161an\u0101s korporat\u012bvaj\u0101 kult\u016br\u0101\", \"orient\u0101cija uz rezult\u0101tu\", \"pozit\u012bvs dom\u0101\u0161anas veids\". \u0160ie nov\u0113rt\u0113jumi ir sp\u0113c\u012bgs instruments to v\u0113rt\u0113t\u0101ju rok\u0101s, tostarp HR noda\u013c\u0101. Diem\u017e\u0113l bie\u017ei vien \u0161\u0101du KPI esam\u012bba p\u0101rv\u0113r\u0161 visu sist\u0113mu par korporat\u012bvo aizskaro\u0161o r\u012bku, metodi nepiecie\u0161amo tuvum\u0101 un nev\u0113lamo t\u0101l\u0101k\u0101 att\u0101lum\u0101 (ne vienm\u0113r tie ir sliktie darbinieki).<\/p>\n<p>\u0145emot v\u0113r\u0101 subjekt\u012bvos nov\u0113rt\u0113jumus KPI (parasti tie ir punktu sist\u0113mas vai +- skalas), past\u0101v tikai viens risin\u0101jums: tiem nevajadz\u0113tu b\u016bt nek\u0101dos veidos. Ja v\u0113laties veicin\u0101t person\u012bg\u0101s \u012bpa\u0161\u012bbas \u2014 ievie\u0161iet \u0123eimifik\u0101ciju korporat\u012bvaj\u0101 port\u0101l\u0101, iek\u0161\u0113jo val\u016btu, uzl\u012bmes, konfek\u0161u pap\u012brus, pat pogas izdaliet. KPI ir par biznesa m\u0113r\u0137iem un darbu. Ne\u013caujiet veidot uz\u0146\u0113mum\u0101 kolekt\u012bvu ar skaidri no\u0161\u0137irtiem klaniem, kas vair\u0101k c\u012bn\u012bsies, nek\u0101 virz\u012bs j\u016bsu uz\u0146\u0113mumu uz iecer\u0113tajiem m\u0113r\u0137iem.<\/p>\n<h3>Maza uz\u0146\u0113muma vajadz\u012bb\u0101m nepiecie\u0161ami KPI. Ikviens uz\u0146\u0113mums nepiecie\u0161ams KPI.<\/h3>\n<p>J\u0101teic, es ne bie\u017ei esmu redz\u0113jusi KPI mazaj\u0101 uz\u0146\u0113m\u0113jdarb\u012bb\u0101, parasti efektivit\u0101tes r\u0101d\u012bt\u0101ju sist\u0113mas ievie\u0161ana s\u0101kas vid\u0113j\u0101 uz\u0146\u0113m\u0113jdarb\u012bb\u0101. Mazaj\u0101 uz\u0146\u0113m\u0113jdarb\u012bb\u0101 parasti ir p\u0101rdo\u0161anas pl\u0101ns, un tas ir viss. Tas ir \u013coti slikti, jo uz\u0146\u0113mums zaud\u0113 redz\u0113jumu par darba r\u0101d\u012bt\u0101jiem un faktoriem, kas uz tiem ietekm\u0113. Laba saikne mazajiem uz\u0146\u0113mumiem: <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>CRM sist\u0113ma<\/u><\/a><\/noindex> + KPI, jo dati tiks v\u0101kti, pamatojoties uz ievad\u012btajiem klientiem, dar\u012bjumiem un notikumiem, un koeficienti tiks apr\u0113\u0137in\u0101ti autom\u0101tiski. Tas padar\u012bs kompakti ne tikai rut\u012bnas procesus, bet ar\u012b ietaup\u012bs laiku da\u017e\u0101du zi\u0146ojumu aizpild\u012b\u0161anai. Ja v\u0113laties uzzin\u0101t, k\u0101 \u0161o saikni padar\u012bt l\u0113tu, \u0113rtu un efekt\u012bvu, <noindex><a rel=\"nofollow\" href=\"https:\/\/docs.google.com\/forms\/d\/1cp9He-6ZByxssmPLVjuAxtsy4mOvFYahm3fP5TqrZyQ\/edit?usp=sharing\"><u>atst\u0101jiet kontaktus tabul\u0101<\/u><\/a><\/noindex> (bonus iek\u0161\u0101) \u2014 ar jums sazin\u0101sies.&nbsp;<\/p>\n<h3>KPI ir cie\u0161i saist\u012bti ar biznesa procesiem<\/h3>\n<p>Ievad\u012bt KPI nemier\u012bg\u0101s procesos ir diezgan sare\u017e\u0123\u012bti, jo tr\u016bkst sistem\u0101tiska redz\u0113juma par m\u0113r\u0137iem un v\u0113lamajiem rezult\u0101tiem. Turkl\u0101t, biznesa procesu tr\u016bkums uz\u0146\u0113mum\u0101 uzliek daudzas faktorus uz darba efektivit\u0101ti: termi\u0146u iev\u0113ro\u0161anas p\u0101rk\u0101pumi, atbild\u012bgo zaud\u0113jumi, dele\u0123\u0113\u0161anas izpl\u016b\u0161ana, uzdevumu p\u0101rs\u016bt\u012b\u0161ana darbiniekam, kur\u0161 \"velk visus\" (un izpild\u012bs tikai KPI darba slodzes un noguruma l\u012bmen\u012b).&nbsp;<\/p>\n<p>Optim\u0101lais ce\u013c\u0161: p\u0101rskat\u012bt biznesa procesus (tie\u0161i p\u0101rskat\u012bt, jo paties\u012bb\u0101 tie ir visiem, bet da\u017e\u0101dos st\u0101vok\u013cos) \u2192 ieviest <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>CRM sist\u0113mu,<\/u><\/a><\/noindex> kur uzs\u0101kt visu operat\u012bvo r\u0101d\u012bt\u0101ju apkopo\u0161anu \u2192 CRM automatiz\u0113t biznesa procesus \u2192 ieviest KPI (lab\u0101k ar\u012b CRM, lai r\u0101d\u012bt\u0101ji autom\u0101tiski apr\u0113\u0137in\u0101tos, un darbinieki redz\u0113tu savu progresu un saprastu, no k\u0101 sast\u0101v vi\u0146u KPI sist\u0113ma) \u2192 skait\u012bt KPI un algu autom\u0101tiskaj\u0101 re\u017e\u012bm\u0101.<\/p>\n<p>Starpcitu, m\u0113s visus \u0161os so\u013cus esam realiz\u0113ju\u0161i sav\u0101 RegionSoft CRM. Apskatiet, k\u0101 m\u0113s veidojam vienk\u0101r\u0161us un sare\u017e\u0123\u012btus (izsmalcin\u0101tus) KPI. Es, protams, zinu, ka ne visas CRM pasaul\u0113, bet da\u017eas no 15-20 sist\u0113m\u0101m, bet varu dro\u0161i apgalvot: meh\u0101nisms ir unik\u0101ls. Labi, pietiks ar liel\u012b\u0161anos, apsprie\u017eam t\u0113mu t\u0101l\u0101k.<\/p>\n<p>Pamata KPI iestat\u012b\u0161ana<center><iframe loading=\"lazy\" width=\"560\" height=\"315\" src=\"https:\/\/embedd.srv.habr.com\/iframe\/5f7c4ffe9dfa90c96f49dbee\" frameborder=\"0\" allowfullscreen><\/iframe><\/center><\/p>\n<p>Uzlabota KPI iestat\u012b\u0161ana<center><iframe loading=\"lazy\" width=\"560\" height=\"315\" src=\"https:\/\/embedd.srv.habr.com\/iframe\/5f7c503951ad1fc9585b089e\" frameborder=\"0\" allowfullscreen><\/iframe><\/center><\/p>\n<p><img decoding=\"async\" alt=\"\u0160ie traki KPI\" src=\"\/wp-content\/uploads\/2020\/10\/42afd024b6ddb67d6e40c91e336b5df4.png\" style=\"display:block;margin: 0 auto;\" \/>\u0160\u0101du monitoringu redz darbinieki uz\u0146\u0113mumos, kas str\u0101d\u0101 ar RegionSoft CRM. \u0160is \u0113rtais un p\u0101rskat\u0101mais inform\u0101cijas panels \u013cauj nov\u0113rt\u0113t savas darba progresu un kori\u0123\u0113t savu darba dienu. Vad\u012bt\u0101js ar\u012b var apl\u016bkot visu darbinieku r\u0101d\u012bt\u0101jus un vajadz\u012bbas gad\u012bjum\u0101 piel\u0101got darba taktiku perioda laik\u0101.<\/p>\n<h3>Var lieliski str\u0101d\u0101t un neizpild\u012bt nevienu KPI.<\/h3>\n<p>Galvenok\u0101rt, tas ir darbinieku-perfekcionistu posts, kuri pieved savus uzdevumus l\u012bdz piln\u012bbai un t\u0113r\u0113 tam daudz laika. Ta\u010du t\u0101da pati situ\u0101cija rakstur\u012bga gandr\u012bz visiem: var lieliski apkalpot divus klientus, kuri katrs nes 2,5 miljonus rub\u013cu, bet taj\u0101 pa\u0161\u0101 laik\u0101 neiek\u013cauties nevien\u0101 normat\u012bv\u0101 laika apkalpo\u0161an\u0101. Starp citu, tie\u0161i \u201epateicoties\u201d \u0161\u0101diem KPI m\u0113s bie\u017ei sa\u0146emam nekvalitat\u012bvu servisu no rekl\u0101mas platform\u0101m, rekl\u0101mas a\u0123ent\u016br\u0101m, sakaru operatoriem un citiem uz\u0146\u0113mumiem \u201euz pl\u016bsmas\u201d: vi\u0146iem ir r\u0101d\u012bt\u0101ji, kas nosaka pr\u0113miju, un vi\u0146iem ir izdev\u012bg\u0101k nosl\u0113gt uzdevumu, nek\u0101 izr\u0101d\u012bt interesi par probl\u0113mas risin\u0101jumu. Un t\u0101 ir \u013coti nopietna k\u013c\u016bdu \u0137\u0113de, jo augst\u0101ko mened\u017eeru KPI ir saist\u012bti ar zem\u0101ko KPI, un neviens nev\u0113las uzklaus\u012bt l\u016bgumu kori\u0123\u0113t r\u0101d\u012bt\u0101ju sist\u0113mu. \u0160\u0101du r\u012bc\u012bbu ir v\u0113rts veikt. Ja j\u016bs esat no t\u0101diem, inici\u0113jiet p\u0101rskat\u012b\u0161anu, jo agr\u0101k vai v\u0113l\u0101k apbalvojuma un koeficientu skr\u0113jiens nov\u0113rs\u012bsies klientu s\u016bdz\u012bbu viln\u012b (uz kuru, protams, ir savs KPI) un viss b\u016bs daudz nepat\u012bkam\u0101k un gr\u016bt\u0101k labojams.<\/p>\n<p>Tie\u0161i \u0161\u012b iemesla d\u0113\u013c lab\u0101k ir noteikt vair\u0101kus KPI tipus, piem\u0113ram, pl\u0101nu p\u0113c bi\u013ce\u0161u (klientu) skaita, p\u0113c ie\u0146\u0113mumiem, p\u0113c ie\u0146\u0113mumiem uz klientu u.t.t. T\u0101 j\u016bs var\u0113siet redz\u0113t, kura darba da\u013ca nes visliel\u0101ko ien\u0101kumu, kura da\u013ca klibo un k\u0101p\u0113c (piem\u0113ram, hroniska pl\u0101na neizpilde p\u0113c jaunajiem klientiem var liecin\u0101t gan par v\u0101ju m\u0101rketingu, gan par v\u0101ju p\u0101rdo\u0161anu, \u0161eit jums var pal\u012bdz\u0113t citi zi\u0146ojumi \u2014 t\u0101di k\u0101 p\u0101rdo\u0161anas profils par periodu un p\u0101rdo\u0161anas caurule).<\/p>\n<h3>KPI \u2014 tas ir perioda rezult\u0101tu apkopo\u0161ana, nevis visaptvero\u0161a kontrole.<\/h3>\n<p>KPI ir nekad nav kontrole. Ja j\u016bsu darbinieki aizpilda ikdienas\/ikned\u0113\u013cas tabulas, kur\u0101s nor\u0101da, cik ilgi vi\u0146i pavad\u012bja pie konkr\u0113t\u0101 uzdevuma, tad tas nav KPI. Ja j\u016bsu darbinieki v\u0113rt\u0113 viens otru skal\u0101 no -2 l\u012bdz +2, tas nav KPI. Starp citu, tas ar\u012b nav kontrole, jo visi uzdevumi un laiks tiek pierakst\u012bti vis\u0101d\u0101 veid\u0101, lai izklied\u0113tu 8 stundas, bet kol\u0113\u0123u nov\u0113rt\u0113jumi tiek doti apm\u0113ram \u0161\u0101di: \u201eo, Vassja un Go\u0161a dz\u0113ra alu ar mani, joku pui\u0161i, vi\u0146iem +2\u201c, \u201et\u0101 nemit\u012bg\u0101 Ma\u0161a izdar\u012bja \u010detras lielas lietas man\u0101 viet\u0101, bet vi\u0146ai bija tik nepat\u012bkama seja, t\u0101p\u0113c lieku 0, \u017e\u0113lo\u0161an\u0101s, nevis -2.\u201d&nbsp;<\/p>\n<p>KPI ir tikai r\u0101d\u012bt\u0101js, kas nov\u0113rt\u0113 sasnieg\u0161anu vai nesasnieg\u0161anu re\u0101liem izm\u0113r\u012btiem r\u0101d\u012bt\u0101jiem, kas atbilst biznesa m\u0113r\u0137iem. Tikl\u012bdz KPI k\u013c\u016bst par p\u0101tagu, tie k\u013c\u016bst par profan\u0101ciju, jo darbinieki s\u0101ks tiekties tikai p\u0113c vispievilc\u012bg\u0101k\u0101 un \"pe\u013c\u0146\u012bg\u0101k\u0101\" skait\u013ca, re\u0101las darb\u012bbas p\u0101r\u0113jiem frontiem neb\u016bs.<\/p>\n<p><img decoding=\"async\" alt=\"\u0160ie traki KPI\" src=\"\/wp-content\/uploads\/2020\/10\/0d2241566ad602f4397b4e3ceacb1318.png\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<h3>KPI nedr\u012bkst moc\u012bt darbiniekus<\/h3>\n<p>Bie\u017ei vien notiek t\u0101: m\u0113ne\u0161a beig\u0101s darbiniekiem nos\u016bta lielus Excel failus ar 4-5 ciln\u0113m, kur\u0101s vi\u0146iem j\u0101noraksta savi KPI un j\u0101aizpilda noteiktas laukus. \u012apa\u0161a moc\u012bba:<\/p>\n<ul>\n<li>\n<p>norakst\u012bt katru savu uzdevumu un pie\u0161\u0137irt tam punktu v\u0113rt\u0113jumu (psiholo\u0123iski uzpr\u0101gu\u0161ie bezdarbnieki uzvar pa\u0161kritiskos pietic\u012bgos);<\/p>\n<\/li>\n<li>\n<p>v\u0113rt\u0113t kol\u0113\u0123us;<\/p>\n<\/li>\n<li>\n<p>v\u0113rt\u0113t uz\u0146\u0113muma korporat\u012bvo garu;<\/p>\n<\/li>\n<li>\n<p>apr\u0113\u0137in\u0101t savu koeficientu un, ja tas ir iev\u0113rojami augst\u0101ks vai zem\u0101ks par vid\u0113jo iepriek\u0161\u0113jos periodos, \u0161\u016bn\u0101 ar v\u0113rt\u012bbu koment\u0101r\u0101 uzrakst\u012bt paskaidrojumu, k\u0101p\u0113c t\u0101 notika (un \u201eEs labi str\u0101d\u0101ju, jo veiksme n\u0101ca\u201d neiederas) un pl\u0101ns, k\u0101 nov\u0113rst probl\u0113mu turpm\u0101k (\u201eVairs labi str\u0101d\u0101t nepl\u0101noju\u201d).&nbsp;<\/p>\n<\/li>\n<\/ul>\n<p>Ceru, ka \u0161obr\u012bd neviens \u0161o re\u0101lo pieredzi neuz\u0146ems k\u0101 r\u012bc\u012bbas vadl\u012bnijas.<\/p>\n<p>T\u0101tad KPI ir j\u0101b\u016bt redzamiem, pieejamiem un caursp\u012bd\u012bgiem darbiniekiem, ta\u010du darbiniekiem nevajadz\u0113tu melot, aizpildot tabulas, atceroties savus uzdevumus un atjaunojot paveikto apjomu saska\u0146\u0101 ar dokumentiem un l\u012bgumiem, pa\u0161am apr\u0113\u0137inot savus r\u0101d\u012bt\u0101jus utt. 2020. gads ir laiks, kas peln\u012bjis autom\u0101tisku KPI apr\u0113\u0137inu. Bez automatiz\u0101cijas galveno veiktsp\u0113jas r\u0101d\u012bt\u0101ju sist\u0113ma var izr\u0101d\u012bties ne tikai neuzticama, bet pat kait\u012bga, jo uz izdom\u0101tiem skait\u013ciem un punktiem tiks balst\u012bti k\u013c\u016bdaini re\u0101li l\u0113mumi.<\/p>\n<h3>KPI nav visa motiv\u0101cijas sist\u0113ma, bet tikai t\u0101s da\u013ca<\/h3>\n<p>J\u0101teic, ka t\u0101 ir visizplat\u012bt\u0101k\u0101 k\u013c\u016bda \u2014 dom\u0101t, ka tikai KPI ir visa motiv\u0101cijas sist\u0113ma. Atg\u0101din\u0101\u0161u, tas ir tikai efektivit\u0101tes r\u0101d\u012bt\u0101js. J\u0101, KPI ietver stimul\u0113\u0161anas elementus un veido pamatu darbinieku pr\u0113m\u0113\u0161anai, ta\u010du motiv\u0101cijas sist\u0113ma vienm\u0113r ir materi\u0101lo un nemateri\u0101lo apbalvojumu apvienojums. Tas ietver gan korporat\u012bvo kult\u016bru, gan darba komfortu, attiec\u012bbas kolekt\u012bv\u0101, iesp\u0113jas karjeras izaugsm\u0113 un taml\u012bdz\u012bgi. Iesp\u0113jams, tie\u0161i \u0161\u012bs j\u0113dzienu identifik\u0101cijas d\u0113\u013c KPI iek\u013cauj korporat\u012bv\u0101 gara un savstarp\u0113j\u0101s pal\u012bdz\u012bbas r\u0101d\u012bt\u0101jus. Tas, protams, ir nepareizi.<\/p>\n<p>Un v\u0113l, es tagad izrais\u012b\u0161u las\u012bt\u0101ju neapmierin\u0101t\u012bbu, bet svar\u012bga at\u0161\u0137ir\u012bba starp motiv\u0101cijas sist\u0113mu un KPI sist\u0113mu ir t\u0101, ka motiv\u0101ciju izstr\u0101d\u0101t un ieviest j\u0101uztic HR speci\u0101listiem, bet KPI uzdevums ir vad\u012bt\u0101jam un noda\u013cu vad\u012bt\u0101jiem, kuri lieliski apzin\u0101s gan biznesa m\u0113r\u0137us, gan to sasnieg\u0161anas galvenos r\u0101d\u012bt\u0101jus. Ja j\u016bsu uz\u0146\u0113mum\u0101 KPI veido HR, j\u016bsu KPI izskat\u012bsies aptuveni \u0161\u0101di:<\/p>\n<p><img decoding=\"async\" alt=\"\u0160ie traki KPI\" src=\"\/wp-content\/uploads\/2020\/10\/b1deb244587bbec4cd646fc34440cf7f.png\" style=\"display:block;margin: 0 auto;\" \/>M\u012bl\u012bgi, bet nezinu, kas tas ir un nezinu, k\u0101 to atk\u0101rtot<\/p>\n<h4>KPI j\u0101b\u016bt pamatotiem, skait\u013ci no gaisa nov leads konfliktus<\/h4>\n<p>Ja, ja zin\u0101t, ka j\u016bsu darbinieki vid\u0113ji m\u0113nes\u012b izn\u0101k divus atjaunin\u0101jumus, nov\u0113r\u0161 500 k\u013c\u016bdu un p\u0101rdod 200 klientiem, tad pl\u0101ns par 6 izlaidumiem un 370 klientiem b\u016btu nere\u0101ls \u2014 tas ir p\u0101r\u0101k liels tirgus papla\u0161in\u0101jums un p\u0101r\u0101k liela slodze izstr\u0101dei (k\u013c\u016bdu skaits ar\u012b tr\u012bsk\u0101r\u0161osies). Tie\u0161i t\u0101pat nav iesp\u0113jams noteikt augstu ie\u0146\u0113mumu pl\u0101nu, ja valst\u012b ir dzi\u013ca stagn\u0101cija, un j\u016bsu nozare ir vien\u0101 no visstagn\u0113jo\u0161\u0101kaj\u0101m. Dzi\u013ca pl\u0101na neizpilde demotiv\u0113 darbiniekus, liekot vi\u0146iem \u0161aub\u012bties gan par sevi, gan par j\u016bsu vad\u012b\u0161anas efektivit\u0101ti.<\/p>\n<p>T\u0101p\u0113c KPI j\u0101b\u016bt:&nbsp;<\/p>\n<ul>\n<li>\n<p>prec\u012bzi atbilsto\u0161iem biznesa m\u0113r\u0137iem;<\/p>\n<\/li>\n<li>\n<p>iek\u013caut tikai patiesas un uz\u0146\u0113mum\u0101 m\u0113r\u012bt\u0101s metriku formulu;<\/p>\n<\/li>\n<li>\n<p>nesatur\u0113t subjekt\u012bvas nov\u0113rt\u0113jumus un raksturojumus;<\/p>\n<\/li>\n<li>\n<p>atspogu\u013cot motiv\u0101cijas, nevis soda virzienu;<\/p>\n<\/li>\n<li>\n<p>korel\u0113t ar re\u0101liem r\u0101d\u012bt\u0101ju v\u0113rt\u012bb\u0101m vair\u0101kos laikposmos;<\/p>\n<\/li>\n<li>\n<p>aug\u0161anai j\u0101notiek l\u0113n\u0101m;<\/p>\n<\/li>\n<li>\n<p>main\u012bties, ja main\u0101s m\u0113r\u0137i vai biznesa procesi, leg\u0101lie KPI ir simtiem rei\u017eu slikt\u0101ki nek\u0101 vecais kods.<\/p>\n<\/li>\n<\/ul>\n<p>Ja darbinieki ir neapmierin\u0101ti ar KPI un pamatoti ap\u0161auba iesp\u0113ju izpild\u012bt da\u017eus r\u0101d\u012bt\u0101jus, tiem vajadz\u0113tu ieklaus\u012bties: bie\u017ei viet\u0101s da\u017ei aspekti pl\u0101na sasnieg\u0161an\u0101 ir daudz ac\u012bmredzam\u0101ki nek\u0101 vad\u012bt\u0101ja kr\u0113sl\u0101 (bet tas attiecas galvenok\u0101rt uz vid\u0113ja un liela biznesa sektoriem).&nbsp;<\/p>\n<p>Ja KPI ir neadekv\u0101ts, darbinieki agri vai v\u0113lu iem\u0101c\u012bsies pie t\u0101 piel\u0101goties, un rezult\u0101t\u0101 j\u016bs sa\u0146emsiet kr\u0101p\u0161anu, vai pat ac\u012bmredzamu kr\u0101p\u0161anu. Piem\u0113ram, t\u0101 rodas fikt\u012bvas piesl\u0113g\u0161an\u0101s uz vienu pasi sakaru operatoriem vai viltotas klientu atsauksmes tehniskaj\u0101 atbalst\u0101. Uz\u0146\u0113mumam tas nek\u0101du labumu nenes.<\/p>\n<h3>Nav gatavu KPI veid\u0146u.<\/h3>\n<p>Internet\u0101 un pie konsultantiem var atrast pied\u0101v\u0101jumus par KPI komplektu p\u0101rdo\u0161anu. 90% gad\u012bjumu t\u0101s ir t\u0101s pa\u0161as Excel failu k\u0101 es iepriek\u0161 min\u0113ju, bet tie b\u016bt\u012bb\u0101 ir pl\u0101na-izpildes anal\u012bze jebkurai uz\u0146\u0113mumam. Tajos neb\u016bs r\u0101d\u012bt\u0101ju, kas atbilst j\u016bsu m\u0113r\u0137iem un uzdevumiem. \u0160ie faili ir tikai rekl\u0101mas materi\u0101li, lai j\u016bs grib\u0113tu konsultantam izstr\u0101d\u0101t KPI sist\u0113mu. T\u0101p\u0113c absol\u016bti nerekomend\u0113ju jums izmantot sve\u0161us \u0161ablonus, lai apr\u0113\u0137in\u0101tu j\u016bsu darbinieku atsl\u0113gas efektivit\u0101tes r\u0101d\u012bt\u0101jus. Galu gal\u0101, tie ir atsl\u0113gas, nevis vienoti vai univers\u0101li.&nbsp;<\/p>\n<p>J\u0101, KPI sist\u0113mas izstr\u0101de prasa laiku, bet, to izveidojot vienu reizi, j\u016bs atbr\u012bvosiet sevi no daudz\u0101m probl\u0113m\u0101m ar darbiniekiem un sp\u0113siet vien\u0101di vad\u012bt gan biroj\u0101 str\u0101d\u0101jo\u0161o komandu, gan att\u0101lin\u0101ti str\u0101d\u0101jo\u0161os darbiniekus.&nbsp;<\/p>\n<h3>KPI r\u0101d\u012bt\u0101ju nedr\u012bkst b\u016bt p\u0101r\u0101k daudz<\/h3>\n<p>Optimiz\u0113ti \u2014 no 3 l\u012bdz 10. Liels KPI skaits izklied\u0113 darbinieku uzman\u012bbu uz m\u0113r\u0137iem un samazina darba efektivit\u0101ti. \u012apa\u0161i neefekt\u012bvi ir maznoz\u012bm\u012bgi, rut\u012bnas KPI, kas nav saist\u012bti ar makroprocesiem, bet vair\u0101k ar l\u012bgumu lapu skaitu, teksta rind\u0101m, z\u012bmju skaitu u.tml. (\u0161o domu var ilustr\u0113t ar j\u0113dzienu \"Indu kods\" vai \"Glitch\", kad Indij\u0101 asto\u0146desmito gadu vid\u016b programm\u0113t\u0101jiem par rakst\u012bto koda rindu skaitu tika maks\u0101ts. Tas noveda pie koda kvalit\u0101tes pasliktin\u0101\u0161an\u0101s, tas k\u013cuva par makaronveida, objektorient\u0113t\u012bbu neiev\u0113rojo\u0161u, ar daudz\u0101m k\u013c\u016bd\u0101m).<\/p>\n<p>Da\u017eiem KPI r\u0101d\u012bt\u0101jiem j\u0101attiecas uz darbinieka vai noda\u013cas individu\u0101lo darbu, bet da\u013cai j\u0101b\u016bt integr\u0101liem, kop\u0113jiem visai uz\u0146\u0113mumam (piem\u0113ram, atkl\u0101to k\u013c\u016bdu skaits \u2014 individu\u0101lais r\u0101d\u012bt\u0101js, bet ie\u0146\u0113mumi \u2014 visu noda\u013cu sasniegums kopum\u0101). T\u0101d\u0113j\u0101di darbiniekiem tiek nodotas pareiz\u0101s uz\u0146\u0113muma m\u0113r\u0137i, un vi\u0146i apzin\u0101s, ka uz\u0146\u0113mum\u0101 ir izveidots l\u012bdzsvars starp individu\u0101lo un komandas darbu.<\/p>\n<h3>J\u0101, ir profesijas, kur KPI piem\u0113rot ir gr\u016bti vai pat neiesp\u0113jami.<\/h3>\n<p>Pirmk\u0101rt, tas attiecas uz rado\u0161aj\u0101m profesij\u0101m, izstr\u0101d\u0101t\u0101jiem, programm\u0113t\u0101jiem, p\u0113tniekiem, zin\u0101tniekiem utt. Vi\u0146u darbu ir gr\u016bti izm\u0113r\u012bt stund\u0101s, rindi\u0146\u0101s, jo tas ir intelektu\u0101li sare\u017e\u0123\u012bts darbs, kas saist\u012bts ar dzi\u013cu uzdevuma deta\u013cu izp\u0113ti utt. \u0160\u0101diem darbiniekiem var piem\u0113rot motiv\u0101cijas KPI, piem\u0113ram, pie\u0161\u0137irt pr\u0113mijas, ja uz\u0146\u0113mums ir sasniedzis ie\u0146\u0113mumu pl\u0101nu, bet individu\u0101lo koeficientu noteik\u0161ana ir \u013coti apstr\u012bdams un sare\u017e\u0123\u012bts l\u0113mums.<\/p>\n<p>Lai saprastu re\u0101l\u0101s sekas KPI ievie\u0161anai \u0161\u0101d\u0101s profesij\u0101s, apl\u016bkojiet polikl\u012bnisk\u0101s apr\u016bpes st\u0101vokli m\u016bsu valst\u012b (un ne tikai). Kop\u0161 br\u012b\u017ea, kad \u0101rstiem tika ieviesti normat\u012bvi attiec\u012bb\u0101 uz pacienta izmekl\u0113\u0161anas laiku, dokument\u0101cijas aizpild\u012b\u0161anu un citiem v\u0113rt\u012bgiem nor\u0101d\u012bjumiem attiec\u012bb\u0101 uz r\u012bc\u012bbu ar pacientiem, valsts polikl\u012bnikas ir p\u0101rv\u0113rtu\u0161\u0101s par elli. Pretstat\u0101 tam, priv\u0101t\u0101s kl\u012bnikas, kuras izvirza KPI, tom\u0113r pie\u0161\u0137ir laiku pacientam ar rezervi, vispirms str\u0101d\u0101jot pie pacienta lojalit\u0101tes un pat m\u012blest\u012bbas pret kl\u012bniku un konkr\u0113tajiem \u0101rstiem. T\u0101d\u0101 veid\u0101 ie\u0146\u0113mumu un apmekl\u0113jumu pl\u0101ns tiks izpild\u012bts pats no sevis.<\/p>\n<p>Darbinieks ien\u0101k uz\u0146\u0113mum\u0101, lai apmain\u012btu savas zin\u0101\u0161anas un pieredzi pret naudu, un \u0161\u012bm zin\u0101\u0161an\u0101m un pieredzei j\u0101sniedz noteikts rezult\u0101ts, pamatojoties uz biznesa m\u0113r\u0137iem. M\u0113r\u0137u izvirz\u012b\u0161ana darbiniekam nav nekas slikts, neuzticams un ne\u0113tisks. Tie\u0161i otr\u0101di, pareizi izstr\u0101d\u0101jot KPI sist\u0113mu, darbinieks redz virzienu, kur\u0101 vi\u0146am virz\u012bties, un var izv\u0113l\u0113ties, kur vi\u0146a pieredze b\u016bs vispiem\u0113rot\u0101k\u0101, bet darbs \u2013 ra\u017e\u012bg\u0101ks.<\/p>\n<p>Diem\u017e\u0113l KPI nav vien\u012bg\u0101 lieta, ko uz\u0146\u0113m\u0113jdarb\u012bbas jom\u0101 ir izdevies demoniz\u0113t un padar\u012bt par bied\u0113\u0161anas r\u012bku. Tas ir nepareizi, jo KPI, t\u0101pat k\u0101 CRM, ERP un Ganta diagramma, ir tikai \u0113rts vad\u012bbas un dialoga r\u012bks starp darbiniekiem un vi\u0146u vad\u012bt\u0101jiem. KPI efekt\u012bvi darbojas, ja tie ir labi izstr\u0101d\u0101ti. T\u0101p\u0113c viss ir j\u016bsu rok\u0101s. Person\u012bgi es mazo un vid\u0113jo uz\u0146\u0113mumu jom\u0101 redzu ide\u0101lu saikni starp CRM, p\u0101rdo\u0161anas automatiz\u0101ciju un automatiz\u0113tiem KPI. \u0160obr\u012bd, COVID-19 ekonomisk\u0101s nenoteikt\u012bbas apst\u0101k\u013cos, \u0161\u012b saikne sp\u0113j burtiski p\u0101rkonfigur\u0113t komandu un restart\u0113t biznesu. Un k\u0101p\u0113c gan ne?<\/p>\n<p>Avots: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/company\/regionsoft\/blog\/522260\/\">habr.com<\/a> <\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>\u041b\u044e\u0431\u0438\u0442\u0435 \u043b\u0438 \u0432\u044b KPI? \u041f\u043e\u043b\u0430\u0433\u0430\u044e, \u0441\u043a\u043e\u0440\u0435\u0435 \u0432\u0441\u0435\u0433\u043e, \u043d\u0435\u0442. \u0422\u0440\u0443\u0434\u043d\u043e \u043d\u0430\u0439\u0442\u0438 \u0447\u0435\u043b\u043e\u0432\u0435\u043a\u0430, \u043a\u043e\u0442\u043e\u0440\u044b\u0439 \u043d\u0435 \u043f\u043e\u0441\u0442\u0440\u0430\u0434\u0430\u043b \u043e\u0442 KPI \u0432 \u0442\u043e\u043c \u0438\u043b\u0438 \u0438\u043d\u043e\u043c \u0432\u0438\u0434\u0435: \u043a\u0442\u043e-\u0442\u043e \u043d\u0435 \u0434\u043e\u0442\u044f\u0433\u0438\u0432\u0430\u043b \u0434\u043e \u0446\u0435\u043b\u0435\u0432\u044b\u0445 \u043f\u043e\u043a\u0430\u0437\u0430\u0442\u0435\u043b\u0435\u0439, \u043a\u0442\u043e-\u0442\u043e \u0441\u0442\u043e\u043b\u043a\u043d\u0443\u043b\u0441\u044f \u0441 \u0441\u0443\u0431\u044a\u0435\u043a\u0442\u0438\u0432\u043d\u043e\u0439 \u043e\u0446\u0435\u043d\u043a\u043e\u0439, \u0430 \u043a\u0442\u043e-\u0442\u043e \u043f\u043e\u0440\u0430\u0431\u043e\u0442\u0430\u043b, \u0443\u0432\u043e\u043b\u0438\u043b\u0441\u044f, \u043d\u043e \u0442\u0430\u043a \u0438 \u043d\u0435 \u0441\u043c\u043e\u0433 \u0443\u0437\u043d\u0430\u0442\u044c, \u0438\u0437 \u0447\u0435\u0433\u043e \u0441\u043e\u0441\u0442\u043e\u044f\u043b\u0438 \u0442\u0435 \u0441\u0430\u043c\u044b\u0435 KPI, \u043a\u043e\u0442\u043e\u0440\u044b\u0435 \u0432 \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0438 \u0434\u0430\u0436\u0435 \u0443\u043f\u043e\u043c\u044f\u043d\u0443\u0442\u044c \u0431\u043e\u044f\u043b\u0438\u0441\u044c. \u0418 [&hellip;]<\/p>\n","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"author":1,"featured_media":96119,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[688],"tags":[],"class_list":["post-96118","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-administrirovanie"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.4 - aioseo.com -->\n\t<meta name=\"description\" content=\"\u041b\u044e\u0431\u0438\u0442\u0435 \u043b\u0438 \u0432\u044b KPI? \u041f\u043e\u043b\u0430\u0433\u0430\u044e, \u0441\u043a\u043e\u0440\u0435\u0435 \u0432\u0441\u0435\u0433\u043e, \u043d\u0435\u0442.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"Yuri Gagarin\"\/>\n\t<link rel=\"canonical\" href=\"https:\/\/prohoster.info\/lv\/blog\/administrirovanie\/eti-bezumnye-kpi\" \/>\n\t\t<meta name=\"generator\" content=\"All in One SEO (AIOSEO) 5.0.4\" \/>\n\t\t<meta property=\"og:locale\" content=\"lv_LV\" \/>\n\t\t<meta property=\"og:site_name\" content=\"ProHoster | \u041a\u0443\u043f\u0438\u0442\u044c \u043d\u0430\u0434\u0435\u0436\u043d\u044b\u0439 \u0445\u043e\u0441\u0442\u0438\u043d\u0433 \u0434\u043b\u044f \u0441\u0430\u0439\u0442\u043e\u0432 \u0441 \u0437\u0430\u0449\u0438\u0442\u043e\u0439 \u043e\u0442 DDoS, VPS VDS \u0441\u0435\u0440\u0432\u0435\u0440\u044b\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"\ud83e\udd47\u042d\u0442\u0438 \u0431\u0435\u0437\u0443\u043c\u043d\u044b\u0435 KPI | ProHoster\" \/>\n\t\t<meta property=\"og:description\" content=\"\u041b\u044e\u0431\u0438\u0442\u0435 \u043b\u0438 \u0432\u044b KPI? \u041f\u043e\u043b\u0430\u0433\u0430\u044e, \u0441\u043a\u043e\u0440\u0435\u0435 \u0432\u0441\u0435\u0433\u043e, \u043d\u0435\u0442.\" \/>\n\t\t<meta property=\"og:url\" content=\"https:\/\/prohoster.info\/lv\/blog\/administrirovanie\/eti-bezumnye-kpi\" \/>\n\t\t<meta property=\"og:image\" content=\"https:\/\/prohoster.info\/wp-content\/uploads\/2021\/11\/logo-350.jpg\" \/>\n\t\t<meta property=\"og:image:secure_url\" content=\"https:\/\/prohoster.info\/wp-content\/uploads\/2021\/11\/logo-350.jpg\" \/>\n\t\t<meta property=\"og:image:width\" content=\"350\" \/>\n\t\t<meta property=\"og:image:height\" content=\"350\" \/>\n\t\t<meta property=\"article:published_time\" content=\"2020-10-08T05:43:11+00:00\" \/>\n\t\t<meta property=\"article:modified_time\" content=\"2020-10-08T05:43:11+00:00\" \/>\n\t\t<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/prohoster\" \/>\n\t\t<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/prohoster\" \/>\n\t\t<!-- All in One SEO -->\n\n","aioseo_head_json":{"title":"\ud83e\udd47\u0160ie trakie KPI | ProHoster","description":"Vai jums pat\u012bk KPI? 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