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Thank you for the examples.

thanks very informative. Can you suggest any sourcing resources or reliable companies for sourcing from Vietnam ?

Hello I have been following you from quite a while now. Can you do a KPI sample for the Purchasing department. I am new in knowing KPIs and I want to know my purchases in my business

Thank you Sir, very helpful. Gob bless you the more.

What is a good budget % for a PPC campaign compared to the Gross Sales ?

What is a good budget % for a PPC campaign compared to the Gross Sales ?

Nice Lecture. Thank you very much!

Thank you. Plan to use some of these ideas with my team.

So helpful, thanks!

Can you suggest some reliable agents or apps through which import could be done?

thank you. I'm just learning about KPIs, and this makes it easy to understand

I am a software developer, and my job wants me to do data analytics. I felt like this was a good introduction to understand what my client is talking about when they mention KPI. (I have no business education)

Thank you very much. You changed my perspective, now I know that I can do my own KPIs. You put in the video that structured simplicity that we were all looking for.

Thanks, good video

I totally enjoyed this video. I am new to creating KPI. This video broke it down to a more consumable information. Thank you for sharing!

Thank you very much. I'm just learning about KPIs, and this makes it so easy to understand. I saved your video so I can come back and re-watch later. Awesome work!

Great one😊🙏🙏

This was some great information it was a great refresher.

Very educative . I haven't heard anything about these before. But I want you give me example of how the kip/okrs workd in education department.

Is there any specific reason to select 6-12 kpi? I mean why not more not less?

How can I subscribe to your email list please

Nice video thanks

we want to put KPI into practice a bit more

Thank you. Amazing breakdown and analysis.

Thank you. This was very helpful. Now I can use this template for my business

Thank you. You are the only one I saw talking about personal KPIs. Just you need to present it better

very informative. that "k" tho is psychotic it's really "Ix" too distracting

Thank you for your content and allowing others to learn from you.

We are making the switch from China to Vietnam and Thailand for our apparel for my other company. How do I contact you?

Thanks, Daniel, for making this explanatory video. very useful.

Can you please explain briefly using CSF to KPI and Benchmarking

i think working with china is much better than vietnam , for the select factory and shipping and for the production time , because china doing everything is fast and fast and alot raw materails vietnam import from china

Thank you for this lecture. Well covered all information

Ty

Great video, Daniel! Looking forward to more insightful content.

Kim Maksim: Everyone asks: what are Key performance indicators KPI? Key performance indicators are divided into three types. Personal, process and corporate. The first is personal Key performance indicators. These include the personal characteristics of a person,which are determined by the formula:the ratio of the result of labor to the predicted losses that a person can make. Efficiency is = to Result / by Losses That is, in simple terms, each person has his own characteristics. Like a normal computer Before concluding an employment contract with a person each employer determines this most personal Key performance indicators If he needs just such a person with his characteristics then he concludes an employment contract with him. The key performance indicators of each person are constantly changing depending on the characteristics of the person. Competence, physical condition, motivation, technical support. How are personal Key performance indicators used in remuneration? In remuneration, Key performance indicators are applied using the formula the ratio of the result of labor to predicted losses Efficiency is = to Labor Result / by Losses For example: wages are divided into two parts, variable and fixed The constant part is unchanged The variable is adjusted using Key performance indicators. If an employee achieves a predicted loss of fifty percent, then his Key performance indicators will be equal to one. That is, he will receive the variable part of his salary in the amount of one constant part. 50 %/ 50 %= 1 If an employee achieves a predicted loss of forty percent then his Key performance indicators will be equal to one point five tenths. That is, he will receive the variable part of the salary in the amount of one point five tenths of the fixed part. 60 % / 40 %= 1,5 If an employee achieves a predicted loss of thirty percent then his Key performance indicators will be equal to two point three tenths That is, he will receive the variable part of the salary in the amount of two point three tenths of the fixed part. 70 % / 30 %= 2,3 If an employee achieves a predicted loss of twenty percent, then his Key performance indicators will be equal to four That is, he will receive the variable part of his salary in the amount of four fixed parts 80 % / 20 %= 4 If an employee achieves a predicted loss of ten percent then his Key performance indicators will be nine. That is, he will receive the variable part of his salary in the amount of nine fixed parts. 90 % / 10 %= 9 The possibilities of Key performance indicators as well as the possibilities of a person, are not limited How to determine the predicted losses and the result of labor? Using specially created methodology and computer program Key performance indicators. Tutorial via link on RUclips channel. youtube.com/@maksimkim202

thanks so much for this video, very insightful and helpful, awesome examples, thanks

That a Key Perfomance indicators youtube.com/@maksimkim202