在设计过程中采用系统的绩效考核技术——关键绩效指标法(KPI)，建立考核指标体系。
During the design, the paper USES Key performance indicators (KPI), a systematic performance appraisal skill, to set up appraisal indicators system.
文章首先从理论研究进手，具体比较了平衡计分卡、关键绩效指标法以及目标治理法三种主流绩效指标体系的构建法。
The article begin with theoretical research, then compare three mainstream theory such as the Balanced Scorecard, key performance indicators and objectives management.
文章重点是通过关键绩效指标(KPI)和层次分析法(ahp)的结合使用，对企业中层管理者进行绩效评价。
The paper focused on the combining of the Key performance Indicators (KPI) and the Analytical Hierarchy Process (AHP) method to evaluate the performance of mid-level managers.
文章重点是通过关键绩效指标(KPI)和层次分析法(ahp)的结合使用，对企业中层管理者进行绩效评价。
The paper focused on the combining of the Key performance Indicators (KPI) and the Analytical Hierarchy Process (AHP) method to evaluate the performance of mid-level managers.
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