财务考核

办学效益财务考核研究

Research On Finacial Checking of School - running Benefits

因此，传统的单一的财务考核体系渐渐无法满足企业绩效考核的要求。

As a result , traditional single assessment of the financial system increasingly unable to meet business performance requirements .

考核评价上，遵循效率与效益并重、物理量考核与价值量考核并重的原则，以业务考核为主，财务考核为辅，兼顾管理能力考核。

In performance appraisal , following the principle of " paying equal attention to efficiency and profit , physical quantity and real value , " the Chongqing branch model focuses on business appraisal , then financial appraisal , as well as the achievements of management .

为此重新设计适合该公司的财务绩效考核体系，同时还为财务绩效考核指标的实施提高了可供参考的建议。

To this end , the company ' sfinancial performance appraisal system is re-designed to accommodate .

本文的第四部分借鉴平衡计分卡法和传统的财务绩效考核指标，建立企业绩效评价指标体系。

Fourthly , with Balanced Score Card and traditional financial index of business performance , the evaluation system of business performance is set up .

各银行应在优化资产结构、贷款定价、信贷拓展方面，确定以经济增加值和可持续发展为指导的财务绩效考核机制。

Banks should use EVA and sustainable growth rate as a guidance to optimize the asset structure , loan pricing , and credit expansion .

平衡计分卡作为突破财务指标考核局限性的有效绩效评估工具，它从财务、顾客、内部流程和学习发展四个维度，系统的考核企业的绩效，实现企业的战略目标。

As an effective performance evaluation system that breakthrough financial index evaluation limitations , the Balanced Score Card evaluates of enterprises performance from four dimensions of Financial , Customer , Internal Business Processes , Learning and Growth , to achieve the strategy .

如何实现企业价值最大化目标，在具体的企业经营活动中，往往通过企业经营的财务指标来考核，其中最重要的指标就是每股净利润（EPS）。

How to achieve enterprise value maximization , in specific business activities , we often assess it through the business of financial indicators , in which the most important indicator is the net income per share ( EPS ) .

财务分析还是考核评价一个企业是否健康发展的重要手段。

The financial analysis still keep investigating an evaluation a business enterprise whether health development of importance means .

这些因素共同作用，严重制约了事业单位财务人员绩效考核机制自身作用的发挥，必须改进。

These factors , seriously restricting the institution of financial personnel performance appraisal mechanism of its role , must be improved .

风险文化并不是一个独立体，而是涉及到银行人力资源、培训、财务、利润考核、客户管理方式等方方面面的系统工程。

Risk culture is not an independent body , but a systematic project dealing with bank human resources , monetary management , training , profit evaluation as well as the ways of client management .

在制定呼吸科新的绩效考核指标时，加强了公益性财务指标的考核力度，为患者考虑，在不影响治疗效果的前提下尽可能的压缩患者的就医成本，使更多的患者看得起病。

When making respiratory new performance appraisal index , strengthen the assessment of the public welfare financial indicators , to their patients , treatment effect is not affected as far as possible under the premise of the compression of the patient ' smedical treatment cost , make more patients .

随着市场的不断变化和发展，传统以财务为主的绩效考核方法在实际应用中的弊端逐渐显现。

Disadvantages of performance appraisal methods typically applied by means of finance are gradually exposed since the market has kept changing and developing .

系统被生硬地分割为文件操作、报表打印、财务报表、柜员考核、业务经理考核、部门考核、薪酬管理等几个目录，各自下分若干菜单项。

System was rigidly divided into several directory , such as file operations , report printing , financial statements , the teller assessment , business manager assessment , department evaluation , compensation management . Each directory was subdivided into many menu items .

这些财务与非财务的考核指标都来源于企业的战略，是对它们自上而下进行分解的结果。这样，在战略与目标之间就形成了一个双向的形成与改进循环。

Both financials and non-financials , as the results of decomposition from top to tee , come from corporate strategies , and then a two-way cycle of formation and improvement between strategies and goals come into being .

目前很多研究文献都支持对财务指标和非财务指标进行考核的方法，但本文以个案公司为例，对各项财务指标和非财务指标划分了权重，给出了切实可行的绩效考核方法。

At present , many research literatures support assessment method for the financial indicators and non-financial indicators . However , this paper on the case of a company , divided the weights of various financial and non-financial indicators and provided a practical method of performance evaluation .

论文认为财务绩效评价包括分析监测指标与财务考核指标两个层面，提出战略地图法、部门指标矩阵法、指标价值数分解法构建寿险公司财务分析监测指标体系。

The paper considers that financial performance evaluation includes analysis of monitoring index and financial accounting indicators ; meanwhile , it proposes strategic mapping , department index matrix method and index value decomposition to set up a financial analyzing and monitoring index system for life insurance companies .

它需要事业单位领导和财务人员双方积极沟通、群策群力，在共同目标的引导下，共同努力，才能圆满化解事业单位财务人员绩效考核过程中的种种困境。

It requires business unit leader and financial personnel both active communication , work and pull together , in the common goal under the guidance , work together , to successfully resolve the financial institutions personnel performance appraisal process all sorts of trouble .