{"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\/sk\/blog\/administrirovanie\/eti-bezumnye-kpi","title":{"rendered":"Tieto \u0161ialen\u00e9 KPI","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<p>M\u00e1te radi KPI? Pochybujem, \u017ee by ste ich milovali. \u0164a\u017eko n\u00e1js\u0165 niekoho, kto sa s KPI nestretol aspo\u0148 raz: niekto nedosiahol cie\u013eov\u00e9 ukazovatele, niekto \u010delil subjekt\u00edvnemu hodnoteniu a niekto pracoval, odi\u0161iel, ale nikdy sa nedozvedel, z \u010doho tie KPI vlastne pozost\u00e1vali, \u010do vo firme ani len nespom\u00ednali. A zdalo by sa, \u017ee ide o dobr\u00fa vec: v ukazovate\u013eoch v\u00e1m tlmo\u010dia cie\u013e firmy, rob\u00edte v\u0161etko pre jeho dosiahnutie, na konci mesiaca dostanete pr\u00e9mium alebo in\u00fd bonus. Transparentn\u00e1 hra, f\u00e9rov\u00e9 st\u00e1vky. Ale nie, KPI sa premenili na stra\u0161ideln\u00fa a nepr\u00edjemn\u00fa bytos\u0165, ktor\u00e1 neust\u00e1le nud\u00ed nepozorn\u00fdch, ale ni\u010d ned\u00e1va plne zodpovedn\u00fdm zamestnancom. Nie\u010do s t\u00fdmito ukazovate\u013emi nie je v poriadku!&nbsp;<\/p>\n<p>Pon\u00e1h\u013eam sa ozn\u00e1mi\u0165: ak nem\u00e1te radi KPI, vo va\u0161ej firme ich jednoducho nevedia spr\u00e1vne pripravi\u0165. Alebo ste v\u00fdvoj\u00e1r.&nbsp;<\/p>\n<p><img decoding=\"async\" alt=\"Tieto \u0161ialen\u00e9 KPI\" src=\"\/wp-content\/uploads\/2020\/10\/0715f3c2c9f7616e3b113e527ab18296.png\" style=\"display:block;margin: 0 auto;\" \/>Ke\u010f v\u0161etk\u00fdm zamestnancom vo firme nastavili rovnak\u00e9 KPI<\/p>\n<blockquote>\n<p><em>Zrieknutie sa zodpovednosti. Tento \u010dl\u00e1nok je osobn\u00fdm n\u00e1zorom zamestnanca, ktor\u00fd sa m\u00f4\u017ee zhodova\u0165 alebo nezodova\u0165 s poz\u00edciou firmy.<\/em><\/p>\n<\/blockquote>\n<h3>KPI s\u00fa potrebn\u00e9. Bodka.<\/h3>\n<p>Na za\u010diatok si doprajem lyrick\u00e9 odbo\u010denie a vyjadr\u00edm svoj n\u00e1zor, zalo\u017een\u00fd na sk\u00fasenostiach. KPI s\u00fa naozaj potrebn\u00e9, a toto m\u00e1 svoje d\u00f4vody.<\/p>\n<ul>\n<li>\n<p>V podmienkach vzdialen\u00e9ho, rozpt\u00fdlen\u00e9ho a inak sebaizolovan\u00e9ho t\u00edmu s\u00fa KPI sp\u00f4sobom, ako delegova\u0165 zamestnancovi nielen \u00falohy, ale aj hodnotenie v\u00fdsledkov. Ka\u017ed\u00fd \u010dlen t\u00edmu m\u00f4\u017ee vidie\u0165, ako r\u00fdchlo sa bl\u00ed\u017ei k cie\u013eu a upravi\u0165 si zamestnanos\u0165, prehodnoti\u0165 \u00fasilie.<\/p>\n<\/li>\n<li>\n<p>Hmotnosti KPI jasne demon\u0161truj\u00fa prioritu \u00faloh a zamestnanci u\u017e nebud\u00fa m\u00f4c\u0165 robi\u0165 len \u013eahk\u00e9 pracovn\u00e9 \u00falohy alebo v\u00fdlu\u010dne tie, ktor\u00e9 sa im p\u00e1\u010dia.&nbsp;<\/p>\n<\/li>\n<li>\n<p>KPI je transparentn\u00fd a jednozna\u010dn\u00fd smer pre zamestnanca v spolo\u010dnosti: m\u00e1\u0161 pl\u00e1n, pracuje\u0161 na \u0148om. Vyber n\u00e1stroje, met\u00f3dy a pr\u00edstupy, ale bu\u010f si ist\u00fd, \u017ee sa pribl\u00ed\u017ei\u0161 k cie\u013eu.<\/p>\n<\/li>\n<li>\n<p>KPI sp\u00e1jaj\u00fa a vytv\u00e1raj\u00fa mierny s\u00fa\u0165a\u017en\u00fd efekt v r\u00e1mci firmy. Dobr\u00e1 konkurencia v t\u00edme pos\u00fava podnikanie k zisku.&nbsp;<\/p>\n<\/li>\n<li>\n<p>V\u010faka KPI je vidie\u0165 pokrok ka\u017ed\u00e9ho jednotliv\u00e9ho zamestnanca, zni\u017euje sa nap\u00e4tie v kolekt\u00edve, hodnotenie pr\u00e1ce ka\u017ed\u00e9ho nadob\u00fada zjavn\u00fd, dokazate\u013en\u00fd tvar.<\/p>\n<\/li>\n<\/ul>\n<p>Samozrejme, toto v\u0161etko plat\u00ed iba vtedy, ak vybran\u00e9 KPI sp\u013a\u0148aj\u00fa nieko\u013eko po\u017eiadaviek.<\/p>\n<h2>Kde je hranica norm\u00e1lnosti KPI?<\/h2>\n<p>Hoci tento \u010dl\u00e1nok je s\u00fakromn\u00fdm n\u00e1zorom, op\u00fdtam sa, pre\u010do je tak\u00e1 hlbok\u00e1 zainteresovanos\u0165 na t\u00e9me KPI. Ide o to, \u017ee v_release <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>RegionSoft CRM 7.0<\/u><\/a><\/noindex> sa objavil skvel\u00fd modernizovan\u00fd modul na v\u00fdpo\u010det KPI: teraz v <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>CRM syst\u00e9me<\/u><\/a><\/noindex> m\u00f4\u017eete vytv\u00e1ra\u0165 ukazovatele ak\u00e9hoko\u013evek zlo\u017eenia s ak\u00fdmiko\u013evek hodnoteniami a v\u00e1hami. Je to praktick\u00e9 a logick\u00e9: v CRM s\u00fa zaznamenan\u00e9 v\u0161etky \u010dinnosti a dosiahnut\u00e9 v\u00fdsledky (ukazovatele) pre ka\u017ed\u00e9ho zamestnanca spolo\u010dnosti a na z\u00e1klade nich sa vypo\u010d\u00edtavaj\u00fa hodnoty KPI. U\u017e sme nap\u00edsali dva ve\u013ek\u00e9 \u010dl\u00e1nky na tento temat, boli akademick\u00e9 a v\u00e1\u017ene. Tento \u010dl\u00e1nok bude ostr\u00fd, preto\u017ee spolo\u010dnosti sa na KPI d\u00edvaj\u00fa ako na mrkvu, bi\u010d, spr\u00e1vu, formalitu a pod. Ale to je medzi nami n\u00e1stroj riadenia a skvel\u00e1 vec na meranie v\u00fdsledku. Z nejak\u00e9ho d\u00f4vodu je v\u0161etk\u00fdm ove\u013ea pr\u00edjemnej\u0161ie urobi\u0165 z KPI zbra\u0148 hromadn\u00e9ho ni\u010denia motiv\u00e1cie a potla\u010denia ducha zamestnancov.<\/p>\n<p>Tak\u017ee, KPI by mali by\u0165 merate\u013en\u00e9, presn\u00e9, vykonate\u013en\u00e9 - to je v\u0161etk\u00fdm zn\u00e1me. Ale dos\u0165 zriedka sa hovor\u00ed o tom, \u017ee ukazovatele KPI by mali by\u0165 predov\u0161etk\u00fdm adekv\u00e1tne. Pozrime sa na body.<\/p>\n<h3>Nemalo by to by\u0165 n\u00e1hodn\u00e9 zlo\u017eenie ukazovate\u013eov.<\/h3>\n<p>Ukazovatele by mali by\u0165 zalo\u017een\u00e9 na profile podnikania, cie\u013eoch spolo\u010dnosti a mo\u017enostiach zamestnancov. To v\u0161etko by malo by\u0165 jasne uveden\u00e9 v dokument\u00e1cii syst\u00e9mu KPI (ktor\u00fa jednoducho mus\u00edte poskytn\u00fa\u0165 ka\u017ed\u00e9mu zamestnancovi). Prioritizujte dosiahnute\u013en\u00e9 ciele, stanovte pre ka\u017ed\u00fd z nich svoju kateg\u00f3riu d\u00f4le\u017eitosti pomocou v\u00e1h KPI a vypracujte individu\u00e1lne ukazovatele pre ka\u017ed\u00e9ho zamestnanca osobitne alebo pre skupinu zamestnancov. Nesmiete robi\u0165 tak, \u017ee:<\/p>\n<p>a) KPI boli vz\u00e1jomne z\u00e1visl\u00e9, teda na plnenie individu\u00e1lnych KPI jedn\u00e9ho zamestnanca by vpl\u00fdvala pr\u00e1ca ostatn\u00fdch zamestnancov (<em>klasika 1: marketingov\u00fd pracovn\u00edk prin\u00e1\u0161a leady, a jeho KPI je objem predaja, ak predajn\u00e9 oddelenie zaost\u00e1va, trp\u00ed marketing, ktor\u00fd nem\u00f4\u017ee nijako ovplyvni\u0165 kolegov; klasika 2: KPI testera zah\u0155\u0148aj\u00fa r\u00fdchlos\u0165 opravy chyby, na ktor\u00fa tie\u017e takmer nem\u00f4\u017ee vpl\u00fdva\u0165.<\/em>);<\/p>\n<p>b) KPI by mali by\u0165 slepo pren\u00e1\u0161an\u00e9 na v\u0161etk\u00fdch zamestnancov (\u201epo\u010fme spravi\u0165 splnenie pl\u00e1nu predaja KPI pre cel\u00fa v\u00fdvojov\u00fa spolo\u010dnos\u0165\u201c \u2014 to sa robi\u0165 nem\u00e1, ale spravi\u0165 pomer dosiahnutia spolo\u010dn\u00e9ho cie\u013ea z\u00e1kladom na pr\u00e9mie \u2014 to je \u00faplne v poriadku);<\/p>\n<p>c) KPI mali vplyv na kvalitu pr\u00e1ce, teda kvantitat\u00edvne meranie by bolo na \u00fakor kvalitnej hodnotenia.<\/p>\n<h3>Nemala by to by\u0165 matica so subjekt\u00edvnymi hodnoteniami<\/h3>\n<p>Hne\u010f mi pri\u0161li na myse\u013e KPI matice z mojej prvej pr\u00e1ce \u2014 oslava bezv\u00fdznamnosti a subjektivity, kde zamestnancov doslova pot\u00e1pali dvojkami za spr\u00e1vanie (d\u00e1vali -2 za \u00abspr\u00e1vanie v spolo\u010dnosti\u00bb a zni\u017eovali pr\u00e9mie odrazu o 70%). \u00c1no, KPI s\u00fa r\u00f4zne: m\u00f4\u017eu motivova\u0165 alebo desi\u0165, m\u00f4\u017eu sa plni\u0165 alebo falo\u0161ne nafukova\u0165, robia podnik nezmerne skvel\u00fdm alebo definit\u00edvne pot\u00e1paj\u00fa spolo\u010dnos\u0165. A probl\u00e9m je, nie v KPI, ale st\u00e1le v hlav\u00e1ch t\u00fdch \u013eud\u00ed, ktor\u00ed sa s nimi zaoberaj\u00fa. Subjekt\u00edvne KPI \u2014 to s\u00fa tie, ktor\u00e9 s\u00fa viazan\u00e9 na \u201ehodnotiace\u201c charakteristiky, ako s\u00fa: \u201eochota pom\u00f4c\u0165 kolegom\u201c, \u201edodr\u017eiavanie firemnej etiky\u201c, \u201eprijatie firemnej kult\u00fary\u201c, \u201eorient\u00e1cia na v\u00fdsledok\u201c, \u201epozit\u00edvne myslenie\u201c. Tieto hodnotenia s\u00fa siln\u00fd n\u00e1stroj v ruk\u00e1ch hodnotite\u013eov, vr\u00e1tane HR oddelenia. \u017dia\u013e, \u010dasto pr\u00edtomnos\u0165 tak\u00fdch KPI premie\u0148a cel\u00fd syst\u00e9m na n\u00e1stroj firemn\u00fdch rozporov, met\u00f3du pribl\u00ed\u017eenia potrebn\u00fdch a vzdialenia zamestnancov, ktor\u00ed nie s\u00fa v\u00fdhodn\u00ed (nie v\u017edy s\u00fa to zl\u00ed zamestnanci).<\/p>\n<p>V s\u00favislosti s pr\u00edtomnos\u0165ou subjekt\u00edvnych hodnoten\u00ed v KPI (zvy\u010dajne ide o bodov\u00fd syst\u00e9m alebo + - \u0161k\u00e1ly) existuje len jedno rie\u0161enie: nemali by by\u0165 v \u017eiadnej forme. Chcete podporova\u0165 osobnostn\u00e9 kvality \u2014 implementujte gamifik\u00e1ciu na firemnom port\u00e1li, vn\u00fatorn\u00fa menu, n\u00e1lepky, obaly, dokonca aj gomb\u00edky rozd\u00e1vajte. KPI s\u00fa o cie\u013eoch podnikania a o pr\u00e1ci. Nepripustite vytv\u00e1ranie kolekt\u00edvu v spolo\u010dnosti s jasne rozl\u00ed\u0161en\u00fdmi klanmi, ktor\u00e9 bud\u00fa viac bojova\u0165, ne\u017e vies\u0165 va\u0161u spolo\u010dnos\u0165 k stanoven\u00fdm cie\u013eom.<\/p>\n<h3>Mal\u00fd podnik potrebuje KPI. Ak\u00fdko\u013evek podnik potrebuje KPI.<\/h3>\n<p>Poviem \u00faprimne: KPI v mal\u00fdch podnikoch \u010dasto nevid\u00edm, zavedenie syst\u00e9mu ukazovate\u013eov v\u00fdkonu zvy\u010dajne za\u010d\u00edna v stredn\u00fdch podnikoch. V mal\u00fdch podnikoch je zvy\u010dajne len predajn\u00fd pl\u00e1n a to je v\u0161etko. To je ve\u013emi zle, preto\u017ee spolo\u010dnos\u0165 prehliada v\u00fdkonov\u00e9 ukazovatele a faktory, ktor\u00e9 na ne vpl\u00fdvaj\u00fa. Dobr\u00fd koncept pre mal\u00e9 podniky: <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>CRM syst\u00e9m<\/u><\/a><\/noindex> + KPI, preto\u017ee \u00fadaje bud\u00fa zhroma\u017e\u010fovan\u00e9 na z\u00e1klade zaveden\u00fdch klientov, obchodov a udalost\u00ed a koeficienty sa bud\u00fa tie\u017e vypo\u010d\u00edtava\u0165 automaticky. To zjednodu\u0161\u00ed nielen rutinn\u00e9 procesy, ale aj u\u0161etr\u00ed \u010das pri vyp\u013a\u0148an\u00ed r\u00f4znych spr\u00e1v. Ak chcete vedie\u0165, ako urobi\u0165 tento koncept lacn\u00fdm, pohodln\u00fdm a funk\u010dn\u00fdm, <noindex><a rel=\"nofollow\" href=\"https:\/\/docs.google.com\/forms\/d\/1cp9He-6ZByxssmPLVjuAxtsy4mOvFYahm3fP5TqrZyQ\/edit?usp=sharing\"><u>zanechajte kontakty v tabu\u013eke<\/u><\/a><\/noindex> (bonus vo vn\u00fatri) \u2014 ozveme sa v\u00e1m.&nbsp;<\/p>\n<h3>KPI s\u00fa \u00fazko sp\u00e4t\u00e9 s biznis procesmi<\/h3>\n<p>Zav\u00e1dza\u0165 KPI na pozad\u00ed neefekt\u00edvnych procesov je pomerne \u0165a\u017ek\u00e9, preto\u017ee ch\u00fdba syst\u00e9mov\u00fd poh\u013ead na ciele a po\u017eadovan\u00e9 v\u00fdsledky. Navy\u0161e, absencia biznis procesov v spolo\u010dnosti vrh\u00e1 na efektivitu pr\u00e1ce mno\u017estvo faktorov: me\u0161kania term\u00ednov, straty zodpovedn\u00fdch pracovn\u00edkov, rozmazanie delegovania, pren\u00e1\u0161anie \u00faloh na zamestnanca, ktor\u00fd \u00ab\u0165ah\u00e1 za v\u0161etk\u00fdch\u00bb (a spln\u00ed mo\u017eno len KPI v \u00farovni zahltenia \u00falohami a vy\u010derpanosti).&nbsp;<\/p>\n<p>Optim\u00e1lny sp\u00f4sob: prehodnoti\u0165 biznis procesy (presne prehodnoti\u0165, preto\u017ee s\u00fa v skuto\u010dnosti v\u0161ade, len v r\u00f4znych stavoch) \u2192 zavies\u0165 <noindex><a rel=\"nofollow\" href=\"https:\/\/www.regionsoft.ru\/\"><u>CRM syst\u00e9m,<\/u><\/a><\/noindex> v ktorom za\u010da\u0165 zhroma\u017e\u010fova\u0165 v\u0161etky ukazovatele opera\u010dnej pr\u00e1ce \u2192 v CRM automatizova\u0165 obchodn\u00e9 procesy \u2192 implementova\u0165 KPI (najlep\u0161ie tie\u017e v CRM, aby sa ukazovatele po\u010d\u00edtali automaticky a zamestnanci mohli vidie\u0165 svoj pokrok a pochopi\u0165, z \u010doho pozost\u00e1va ich syst\u00e9m KPI) \u2192 po\u010d\u00edta\u0165 KPI a mzdu automaticky.<\/p>\n<p>Mimochodom, v\u0161etky tieto kroky sme implementovali v na\u0161ej RegionSoft CRM. Pozrite sa, ako rob\u00edme jednoduch\u00e9 a zlo\u017eit\u00e9 (pokro\u010dil\u00e9) KPI. Samozrejme, nepozn\u00e1m funk\u010dnos\u0165 v\u0161etk\u00fdch CRM na svete, len nejak\u00fdch biednych 15-20 syst\u00e9mov, ale m\u00f4\u017eem s istotou poveda\u0165: mechanizmus je unik\u00e1tny. Dobre, dos\u0165 sa chv\u00e1li\u0165, po\u010fme pokra\u010dova\u0165 v t\u00e9me.<\/p>\n<p>Z\u00e1kladn\u00e9 nastavenie KPI<center><iframe loading=\"lazy\" width=\"560\" height=\"315\" src=\"https:\/\/embedd.srv.habr.com\/iframe\/5f7c4ffe9dfa90c96f49dbee\" frameborder=\"0\" allowfullscreen><\/iframe><\/center><\/p>\n<p>Pokro\u010dil\u00e9 nastavenie KPI<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=\"Tieto \u0161ialen\u00e9 KPI\" src=\"\/wp-content\/uploads\/2020\/10\/42afd024b6ddb67d6e40c91e336b5df4.png\" style=\"display:block;margin: 0 auto;\" \/>Tak\u00fdto monitoring pred sebou vidia zamestnanci spolo\u010dnost\u00ed pracuj\u00facich v RegionSoft CRM. Tento pohodln\u00fd a preh\u013eadn\u00fd dashboard umo\u017e\u0148uje hodnoti\u0165 pokrok svojej pr\u00e1ce a upravova\u0165 svoj pracovn\u00fd de\u0148. Ved\u00faci m\u00f4\u017ee tie\u017e sledova\u0165 ukazovatele v\u0161etk\u00fdch zamestnancov a meni\u0165 taktiku pr\u00e1ce po\u010das obdobia, ak je to potrebn\u00e9.<\/p>\n<h3>M\u00f4\u017eete v\u00fdborne pracova\u0165 a nesplni\u0165 ani jeden KPI.<\/h3>\n<p>V\u00e4\u010d\u0161inou je to prekliatie zamestnancov-perfekcionistov, ktor\u00ed dotiahnu svoje \u00falohy do dokonalosti a str\u00e1caj\u00fa na to ve\u013ea \u010dasu. Ale tak\u00e1to situ\u00e1cia je typick\u00e1 pre takmer v\u0161etk\u00fdch: m\u00f4\u017eete v\u00fdborne obsl\u00fa\u017ei\u0165 dvoch klientov, ktor\u00ed prines\u00fa po 2,5 mili\u00f3na rub\u013eov, ale pritom sa nedosta\u0165 ani do jedn\u00e9ho normat\u00edvu na \u010das obsluhy. Mimochodom, pr\u00e1ve v\u010faka tak\u00fdmto KPI \u010dasto dost\u00e1vame nekvalitn\u00e9 slu\u017eby od reklamn\u00fdch platforiem, reklamn\u00fdch agent\u00far, telekomunika\u010dn\u00fdch oper\u00e1torov a in\u00fdch spolo\u010dnost\u00ed \u201ena samom vrchole\u201c: maj\u00fa ukazovatele, ktor\u00e9 definuj\u00fa pr\u00e9mie, a je pre nich v\u00fdhodnej\u0161ie uzavrie\u0165 \u00falohu, ne\u017e h\u013eada\u0165 rie\u0161enie probl\u00e9mu. A to je ve\u013emi v\u00e1\u017eny re\u0165azec ch\u00fdb, preto\u017ee KPI nadriaden\u00fdch s\u00fa viazan\u00e9 na KPI podriaden\u00fdch a nikto nechce po\u010d\u00fava\u0165 prosbu o prehodnotenie syst\u00e9mu ukazovate\u013eov. A to je \u0161koda. Ak patr\u00edte medzi nich, iniciujte prehodnotenie, preto\u017ee sk\u00f4r \u010di nesk\u00f4r honba za pr\u00e9miami a koeficientmi vy\u00fasti do z\u00e1plavy s\u0165a\u017enost\u00ed od klientov (na ktor\u00e9, samozrejme, existuje svoj vlastn\u00fd KPI) a v\u0161etko bude ove\u013ea nepr\u00edjemnej\u0161ie a zlo\u017eitej\u0161ie na opravu.<\/p>\n<p>Pr\u00e1ve z tohto d\u00f4vodu je lep\u0161ie nastavi\u0165 nieko\u013eko typov KPI, napr\u00edklad pl\u00e1n pod\u013ea po\u010dtu tiketov (klientov), pod\u013ea tr\u017eieb, pod\u013ea tr\u017eieb na klienta at\u010f. Takto budete m\u00f4c\u0165 vidie\u0165, ktor\u00e1 \u010das\u0165 pr\u00e1ce prin\u00e1\u0161a najviac zisku, ktor\u00e1 \u010das\u0165 zaost\u00e1va a pre\u010do (napr\u00edklad chronick\u00e9 nesplnenie pl\u00e1nu na nov\u00fdch klientov m\u00f4\u017ee nazna\u010dova\u0165 slab\u00fd marketing \u010di slab\u00e9 predaje; tu v\u00e1m pom\u00f4\u017eu in\u00e9 spr\u00e1vy \u2014 ako je profil predaja za obdobie a predajn\u00fd kan\u00e1l).<\/p>\n<h3>KPI je vyhodnotenie obdobia, nie tot\u00e1lny kontrol.<\/h3>\n<p>KPI nie je nikdy kontrolou. Ak va\u0161i zamestnanci vypl\u0148uj\u00fa denn\u00fd alebo t\u00fd\u017edenn\u00fd preh\u013ead, kde uv\u00e1dzaj\u00fa, ko\u013eko \u010dasu im zaberala ktor\u00e1 \u00faloha, nie je to KPI. Ak svojich kolegov hodnotia na stupnici od -2 do +2, nie je to KPI. Mimochodom, toto nie je ani kontrola, preto\u017ee v\u0161etky \u00falohy a ich \u010das sa vypisuj\u00fa len tak, aby sa roztiahli na 8 hod\u00edn, a hodnotenia kolegov dost\u00e1vaj\u00fa zhruba takto: \u201each, Va\u0161a a Go\u0161a pili so mnou pivo, vtipn\u00ed chlapci, d\u00e1vam im +2\u201c, \u201eutrpenie Ma\u0161a spravila za m\u0148a 4 ve\u013ek\u00e9 \u00falohy, ale mala tak\u00fa kriv\u00fa tv\u00e1r, tak jej d\u00e1m 0, zmilujem sa, nie -2\u201c.&nbsp;<\/p>\n<p>KPI je iba hodnotenie dosiahnutia alebo nedosiahnutia skuto\u010dne merate\u013en\u00fdch ukazovate\u013eov, ktor\u00e9 s\u00fa v s\u00falade s cie\u013emi podnikania. Akon\u00e1hle sa KPI stan\u00fa bi\u010dom, st\u00e1vaj\u00fa sa profan\u00e1ciou, preto\u017ee zamestnanci sa bud\u00fa nah\u00e1\u0148a\u0165 iba za najkraj\u0161\u00edm a 'najziskovej\u0161\u00edm' \u010d\u00edslom, re\u00e1lnej pr\u00e1ce na ostatn\u00fdch frontoch nebude.<\/p>\n<p><img decoding=\"async\" alt=\"Tieto \u0161ialen\u00e9 KPI\" src=\"\/wp-content\/uploads\/2020\/10\/0d2241566ad602f4397b4e3ceacb1318.png\" style=\"display:block;margin: 0 auto;\" \/><\/p>\n<h3>KPI by nemali tr\u00e1pi\u0165 zamestnancov.<\/h3>\n<p>\u010casto sa st\u00e1va, \u017ee na konci mesiaca zamestnancom s\u00fa rozosielan\u00e9 ve\u013ek\u00e9 Excel s\u00fabory so 4-5 z\u00e1lo\u017ekami, kde musia zap\u00edsa\u0165 svoje KPI a vyplni\u0165 ur\u010dit\u00e9 polia. Osobitn\u00fd druh mu\u010denia:<\/p>\n<ul>\n<li>\n<p>zap\u00edsa\u0165 ka\u017ed\u00fa svoju \u00falohu a da\u0165 jej bodov\u00e9 hodnotenie (\u010disto psychologicky arogantn\u00ed lenivci vyhr\u00e1vaj\u00fa nad sebakritick\u00fdmi skromn\u00edkmi);<\/p>\n<\/li>\n<li>\n<p>ohodnoti\u0165 kolegov;<\/p>\n<\/li>\n<li>\n<p>ohodnoti\u0165 firemn\u00fa atmosf\u00e9ru;<\/p>\n<\/li>\n<li>\n<p>vypo\u010d\u00edta\u0165 svoj koeficient a v pr\u00edpade, ak je v\u00fdrazne vy\u0161\u0161\u00ed alebo ni\u017e\u0161\u00ed ako priemer z predch\u00e1dzaj\u00facich obdob\u00ed, nap\u00edsa\u0165 do koment\u00e1ra k bunke s hodnotou vysvetlenie, pre\u010do sa to stalo (pritom \"Dobre som pracoval, lebo mi \u0161\u0165astie prialo\" neplat\u00ed) a pl\u00e1n na odstr\u00e1nenie probl\u00e9mu v bud\u00facnosti (\"Viac dobre pracova\u0165 nebudem\").&nbsp;<\/p>\n<\/li>\n<\/ul>\n<p>D\u00fafam, \u017ee teraz nikto tento re\u00e1lny z\u00e1\u017eitok neberie ako smernicu k \u010dinnosti.<\/p>\n<p>KPI by mali by\u0165 vidite\u013en\u00e9, dostupn\u00e9 a transparentn\u00e9 pre zamestnancov, av\u0161ak pracovn\u00edci by nemali klama\u0165 pri vyp\u013a\u0148an\u00ed tabuliek, spom\u00edna\u0165 si na svoje \u00falohy a obnovova\u0165 splnen\u00e9 objemy na z\u00e1klade dokumentov a zml\u00fav, samostatne po\u010d\u00edta\u0165 svoje ukazovatele at\u010f. Rok 2020 je \u010das, zasl\u00fa\u017ei si automatick\u00fd v\u00fdpo\u010det KPI. Bez automatiz\u00e1cie m\u00f4\u017ee by\u0165 syst\u00e9m k\u013e\u00fa\u010dov\u00fdch ukazovate\u013eov v\u00fdkonnosti nielen nepresn\u00fd, ale dokonca \u0161kodliv\u00fd, preto\u017ee na z\u00e1klade vymyslen\u00fdch \u010d\u00edsel a bodov bud\u00fa prij\u00edman\u00e9 chybn\u00e9 re\u00e1lne rozhodnutia.<\/p>\n<h3>KPI nie s\u00fa cel\u00fdm syst\u00e9mom motiv\u00e1cie, ale jeho s\u00fa\u010das\u0165ou<\/h3>\n<p>Povedzme, \u017ee to je najbe\u017enej\u0161ia chyba \u2013 pova\u017eova\u0165 len KPI za cel\u00fd syst\u00e9m motiv\u00e1cie. Opakujem, je to len ukazovate\u013e v\u00fdkonnosti. \u00c1no, KPI obsahuje prvky stimul\u00e1cie a je z\u00e1kladom odme\u0148ovania zamestnancov, ale syst\u00e9m motiv\u00e1cie je v\u017edy kombin\u00e1ciou materi\u00e1lnych a nemateri\u00e1lnych foriem odme\u0148ovania. Sem patr\u00ed aj firemn\u00e1 kult\u00fara, pohodlie pr\u00e1ce, vz\u0165ahy v kolekt\u00edve, mo\u017enosti kari\u00e9rneho rastu a \u010fal\u0161ie. Mo\u017eno pr\u00e1ve pre zlu\u010dovanie t\u00fdchto pojmov sa do KPI dost\u00e1vaj\u00fa ukazovatele firemn\u00e9ho ducha a vz\u00e1jomnej pomoci. To je, samozrejme, nespr\u00e1vne.<\/p>\n<p>A e\u0161te teraz vyvol\u00e1m hrom \u017eia\u013eu \u010ditate\u013eov, ale d\u00f4le\u017eit\u00fd rozdiel medzi syst\u00e9mom motiv\u00e1cie a syst\u00e9mom KPI spo\u010d\u00edva v tom, \u017ee motiv\u00e1ciu by mali vyv\u00edja\u0165 a zav\u00e1dza\u0165 odborn\u00edci na \u013eudsk\u00e9 zdroje, zatia\u013e \u010do KPI je \u00falohou mana\u017e\u00e9ra a ved\u00facich oddelen\u00ed, ktor\u00ed dokonale ch\u00e1pu ako ciele podnikania, tak aj z\u00e1kladn\u00e9 metriky ich dosahovania. Ak vo va\u0161ej spolo\u010dnosti KPI zostavuj\u00fa HR, v\u00e1\u0161 KPI bude vyzera\u0165 ako nie\u010do tak\u00e9to:<\/p>\n<p><img decoding=\"async\" alt=\"Tieto \u0161ialen\u00e9 KPI\" src=\"\/wp-content\/uploads\/2020\/10\/b1deb244587bbec4cd646fc34440cf7f.png\" style=\"display:block;margin: 0 auto;\" \/>Pekn\u00e9, ale neviem, \u010do to je a neviem, ako to reprodukova\u0165.<\/p>\n<h4>KPI by mal by\u0165 od\u00f4vodnen\u00fd, \u010d\u00edsla zo vzduchu poved\u00fa k konfliktom.<\/h4>\n<p>Ak m\u00e1te predstavu, \u017ee va\u0161i zamestnanci v priemere mesa\u010dne vyd\u00e1vaj\u00fa dva aktualiz\u00e1cie, opravuj\u00fa 500 ch\u00fdb a pred\u00e1vaj\u00fa 200 klientom, potom pl\u00e1n na 6 vydan\u00ed a 370 klientov bude nerealistick\u00fd \u2014 ide o pr\u00edli\u0161 ve\u013ek\u00e9 roz\u0161\u00edrenie podielu na trhu a pr\u00edli\u0161 ve\u013ek\u00e9 za\u0165a\u017eenie pre v\u00fdvoj (ch\u00fdb bude tie\u017e pribli\u017ene trikr\u00e1t viac). Rovnako nie je mo\u017en\u00e9 stanovi\u0165 vysok\u00fd pl\u00e1n pr\u00edjmov, ak je v krajine hlbok\u00e1 stagn\u00e1cia a va\u0161e odvetvie patr\u00ed medzi najviac stagnuj\u00face. Hlbok\u00e9 nedodr\u017eanie pl\u00e1nu demotivuje zamestnancov, n\u00fati ich spochyb\u0148ova\u0165 seba sam\u00fdch aj \u00fa\u010dinnos\u0165 v\u00e1\u0161ho riadenia.<\/p>\n<p>Preto by KPI mali:&nbsp;<\/p>\n<ul>\n<li>\n<p>presne zodpoveda\u0165 cie\u013eom podnikania;<\/p>\n<\/li>\n<li>\n<p>zah\u0155\u0148a\u0165 do vzorca v\u00fdpo\u010dtu iba skuto\u010dne existuj\u00face a merate\u013en\u00e9 metriky v spolo\u010dnosti;<\/p>\n<\/li>\n<li>\n<p>neobsahova\u0165 subjekt\u00edvne hodnotenia a charakteristiky;<\/p>\n<\/li>\n<li>\n<p>odr\u00e1\u017ea\u0165 smerovanie odmien, nie trestov;<\/p>\n<\/li>\n<li>\n<p>koordinova\u0165 s re\u00e1lnymi hodnotami ukazovate\u013eov za nieko\u013eko obdob\u00ed;<\/p>\n<\/li>\n<li>\n<p>pomaly r\u00e1s\u0165;<\/p>\n<\/li>\n<li>\n<p>meni\u0165 sa v pr\u00edpade, \u017ee sa zmenili ciele alebo obchodn\u00e9 procesy, leg\u00e1lny KPI je stokr\u00e1t hor\u0161\u00ed ako leg\u00e1lny k\u00f3d.<\/p>\n<\/li>\n<\/ul>\n<p>Ak s\u00fa zamestnanci roz\u010darovan\u00ed KPI a opr\u00e1vnene popieraj\u00fa mo\u017enos\u0165 splnenia niektor\u00fdch ukazovate\u013eov, mali by ste ich vypo\u010du\u0165: \u010dasto s\u00fa na miestach niektor\u00e9 aspekty dosiahnutia pl\u00e1nu omnoho vidite\u013enej\u0161ie ako v riadiacej stoli\u010dke (ale t\u00fdka sa to hlavne stredn\u00e9ho a ve\u013ek\u00e9ho podnikania).&nbsp;<\/p>\n<p>Ak je KPI neadekv\u00e1tny, zamestnanci sa sk\u00f4r \u010di nesk\u00f4r nau\u010dia mu prisp\u00f4sobi\u0165 a na v\u00fdstupe dostanete podvod, ba dokonca otvoren\u00e9 podvody. Tak napr\u00edklad vznikaj\u00fa falo\u0161n\u00e9 pripojenia na jeden pas u oper\u00e1torov alebo sfal\u0161ovan\u00e9 hodnotenia z\u00e1kazn\u00edkov u technickej podpory. Podniku to neprin\u00e1\u0161a ni\u010d dobr\u00e9.<\/p>\n<h3>Neexistuj\u00fa hotov\u00e9 \u0161abl\u00f3ny pre KPI.<\/h3>\n<p>Na internete a u konzultantov m\u00f4\u017eete n\u00e1js\u0165 ponuky na predaj hotov\u00fdch KPI setov. V 90 % pr\u00edpadov ide o tie ist\u00e9 Excel s\u00fabory, o ktor\u00fdch som hovorila vy\u0161\u0161ie, ale v podstate predstavuj\u00fa pl\u00e1n-faktov\u00fd anal\u00fdzu pre ak\u00fako\u013evek spolo\u010dnos\u0165. Neobsahuj\u00fa ukazovatele, ktor\u00e9 by s\u00faviseli s va\u0161imi cie\u013emi a \u00falohami. Tieto s\u00fabory s\u00fa len lead magnety, aby ste sa obr\u00e1tili na konzultanta na v\u00fdvoj syst\u00e9mu KPI. Preto v\u00e1m ve\u013emi neodpor\u00fa\u010dam bra\u0165 cudzie \u0161abl\u00f3ny a pou\u017e\u00edva\u0165 ich na v\u00fdpo\u010det k\u013e\u00fa\u010dov\u00fdch ukazovate\u013eov v\u00fdkonnosti pre va\u0161ich zamestnancov. Nakoniec, na to s\u00fa a nie s\u00fa jedin\u00e9 a univerz\u00e1lne.&nbsp;<\/p>\n<p>\u00c1no, v\u00fdvoj syst\u00e9mu KPI trv\u00e1 \u010das, ale ke\u010f ho vytvor\u00edte raz, zbav\u00edte sa mno\u017estva probl\u00e9mov so zamestnancami a budete m\u00f4c\u0165 rovnako riadi\u0165 t\u00edm v kancel\u00e1rii aj zamestnancov na dia\u013eku.&nbsp;<\/p>\n<h3>Ukazovate\u013eov KPI by nemalo by\u0165 ve\u013ea<\/h3>\n<p>Optim\u00e1lne \u2014 od 3 do 10. Ve\u013ek\u00e9 mno\u017estvo KPI rozpty\u013euje pozornos\u0165 zamestnancov na ciele a zni\u017euje efektivitu pr\u00e1ci. Obzvl\u00e1\u0161\u0165 neefekt\u00edvne s\u00fa m\u00e1lo d\u00f4le\u017eit\u00e9, rutinn\u00e9 KPI, ktor\u00e9 nie s\u00fa viazan\u00e9 na makroprocesy, ale na po\u010det listov zml\u00fav, riadky textov, po\u010det znakov at\u010f. (tento pojem m\u00f4\u017ee by\u0165 ilustrovan\u00fd konceptom \u201cIndick\u00fd k\u00f3d\u201d alebo \u201cGlitch\u201d, ke\u010f v Indii v polovici 80-tych rokov bolo be\u017en\u00e9 plati\u0165 program\u00e1torom za po\u010det nap\u00edsan\u00fdch riadkov k\u00f3du. To viedlo k tomu, \u017ee trpela kvalita k\u00f3du, st\u00e1val sa mno\u017estevn\u00fdm, objektovo orientovan\u00fdch, s mnoh\u00fdmi chybami).<\/p>\n<p>\u010cas\u0165 ukazovate\u013eov KPI by mala s\u00favisie\u0165 s individu\u00e1lnou pr\u00e1cou zamestnanca alebo oddelenia, a \u010das\u0165 by mala by\u0165 integrovan\u00e1, spolo\u010dn\u00e1 pre cel\u00fa spolo\u010dnos\u0165 (napr\u00edklad po\u010det objaven\u00fdch ch\u00fdb \u2014 individu\u00e1lny ukazovate\u013e, zatia\u013e \u010do tr\u017eby s\u00fa dosiahnut\u00edm v\u0161etk\u00fdch oddelen\u00ed ako celku). Takto sa zamestnancom pren\u00e1\u0161aj\u00fa spr\u00e1vne ciele spolo\u010dnosti a uvedomuj\u00fa si, \u017ee vo vn\u00fatri spolo\u010dnosti je nastaven\u00fd paritn\u00fd pomer medzi individu\u00e1lnou a t\u00edmovou pr\u00e1cou.<\/p>\n<h3>\u00c1no, naozaj existuj\u00fa profesie, kde je \u0165a\u017ek\u00e9 alebo dokonca nemo\u017en\u00e9 aplikova\u0165 KPI.<\/h3>\n<p>Toto s\u00fa predov\u0161etk\u00fdm kreat\u00edvne profesie, v\u00fdvoj\u00e1ri, program\u00e1tori, v\u00fdskumn\u00edci, vedci a podobne. Ich pr\u00e1cu je \u0165a\u017ek\u00e9 mera\u0165 na hodiny alebo riadky, preto\u017ee ide o vysoko inteligentn\u00fa pr\u00e1cu, ktor\u00e1 si vy\u017eaduje h\u013abkov\u00e9 spracovanie detailov \u00falohy a podobne. Na t\u00fdchto zamestnancov sa daj\u00fa uplatni\u0165 motiva\u010dn\u00e9 KPI, napr\u00edklad ich odmeni\u0165, ak je v spolo\u010dnosti splnen\u00fd pl\u00e1n na tr\u017eby, no individu\u00e1lne koeficienty pre nich s\u00fa extr\u00e9mne sporn\u00e9 a problematick\u00e9 rie\u0161enie.<\/p>\n<p>Aby ste pochopili re\u00e1lne d\u00f4sledky zavedenia KPI pre tak\u00e9 profesie, pozrite sa na stav poliklinickej starostlivosti v na\u0161ej krajine (a nielen v na\u0161ej). Od momentu, ke\u010f sa lek\u00e1rom objavili normy pre \u010das vy\u0161etrenia pacienta, vyplnenie dokument\u00e1cie a \u010fal\u0161ie cenn\u00e9 pokyny na zaobch\u00e1dzanie s pacientmi, \u0161t\u00e1tne polikliniky sa premenili na pobo\u010dku pekla. V tomto oh\u013eade sa ove\u013ea rozumnej\u0161ie uk\u00e1zali s\u00fakromn\u00e9 kliniky, ktor\u00e9 nastavuj\u00fa KPI, ale z\u00e1rove\u0148 vy\u010dle\u0148uj\u00fa \u010das na pacienta s rezervou, teda predov\u0161etk\u00fdm pracuj\u00fa na lojalite a dokonca l\u00e1ske pacienta ku klinike a konkr\u00e9tnym lek\u00e1rom. A s tak\u00fdmto nastaven\u00edm sa pl\u00e1n na tr\u017eby a n\u00e1v\u0161tevy spln\u00ed s\u00e1m od seba.<\/p>\n<p>Zamestnanec prich\u00e1dza do spolo\u010dnosti, aby vymenil svoje znalosti a sk\u00fasenosti za peniaze, pri\u010dom znalosti a sk\u00fasenosti by mali prin\u00e1\u0161a\u0165 konkr\u00e9tny v\u00fdsledok v z\u00e1vislosti od cie\u013eov podnikania. Stanovenie cie\u013eov\u00fdch ukazovate\u013eov KPI pred n\u00edm nie je nie\u010do zl\u00e9, antikapitalistick\u00e9 a podl\u00e9. Naopak, pri spr\u00e1vnom n\u00e1vrhu syst\u00e9mu k\u013e\u00fa\u010dov\u00fdch ukazovate\u013eov zamestnanec vid\u00ed smer, ktor\u00fdm by sa mal ubera\u0165, a m\u00f4\u017ee si vybra\u0165, kde sa jeho sk\u00fasenosti osved\u010dia najviac a jeho pr\u00e1ca bude efekt\u00edvna.<\/p>\n<p>\u017dia\u013e, KPI nie s\u00fa jedin\u00e9 entity, ktor\u00e9 sa podarilo v biznisovom prostred\u00ed demonizova\u0165 a premeni\u0165 na n\u00e1stroj zastra\u0161ovania. To je nespr\u00e1vne, preto\u017ee KPI, podobne ako CRM, ERP a Ganttov diagram, s\u00fa len pohodln\u00fdm n\u00e1strojom na riadenie a dial\u00f3g zamestnancov a ich ved\u00facich. KPI funguj\u00fa skvele, ak s\u00fa rozumn\u00e9. Preto je v\u0161etko vo va\u0161ich ruk\u00e1ch. Osobne vid\u00edm pre mal\u00e9 a stredn\u00e9 podniky ide\u00e1lnu kombin\u00e1ciu CRM, automatiz\u00e1cie predaja a automatizovan\u00fdch KPI. Teraz, v podmienkach covidovej ekonomickej neistoty, t\u00e1to kombin\u00e1cia dok\u00e1\u017ee doslova prekalibrova\u0165 t\u00edm a re\u0161tartova\u0165 podnik. A pre\u010do nie?<\/p>\n<p>Zdroj: <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\/sk\/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=\"sk_SK\" \/>\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\/sk\/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\udd47Tieto \u0161ialen\u00e9 KPI | ProHoster","description":"M\u00e1te radi KPI? 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