When many investment decision-making institutions and decision makers use the "input-output ratio", they interpret it as "the ratio of project input funds to output funds, that is, how many units of funds can be produced by investing 1 unit of funds in the project". Its quantity is often expressed in the form of "1∶N", and the greater the value of n, the better the economic effect.
According to this understanding, "input-output ratio" is a static indicator reflecting the economic effect of project investment.
Question 2: How to improve the input-output ratio of training? No matter the size of enterprises, more and more enterprises have realized the importance of employee training. However, training often does not bring immediate results, and how to improve the return on investment of training is a problem that human resource managers need to think about for a long time. It is an indisputable fact that more and more enterprises in China should receive training and realize the importance of employee training, but not every enterprise really understands and grasps the significance and methods of training. In many enterprises, senior managers and human resources managers have not really sat down to think about whether the training meets the present and long-term needs of the enterprise, whether the training meets the expectations of employees, and whether the implementation of the training plan is purposeful and planned. When training becomes a "fashion" of human resource management in enterprises, some enterprises regard mountains as higher than others and blindly invest in employee training, and the results they receive are of course difficult to meet the expectations of enterprises. Training is an enterprise's long-term investment in its sustainable development ability, and its purpose is to bring greater benefits to the enterprise by improving the professional quality of employees. In a sense, training is a kind of employee welfare, because the training service provided by enterprises for employees is a kind of concern and support for employees, which realizes a win-win situation for enterprises and employees. In addition, with the rapid development of modern commerce, employees have accumulated various practical experiences and problems in their respective posts. Only through continuous training can employees keep abreast of the latest knowledge and technology in the industry and solve the puzzles and problems in their work. How to train a targeted enterprise and pay attention to the actual return on investment, training is also an investment. Large-scale and planned employee training will be a big expense for enterprises. So how to ensure that the content and form of training are targeted? First of all, do a good job in the investigation and study of training needs. Training is an important part of human resource management. New employees need on-the-job training, on-the-job employees need continuous business and technical training, and senior managers need various high-level professional or leadership training. However, the situation of each enterprise is different, so the first thing that enterprise human resources managers do well is to investigate and study the training needs. There is no doubt that the employees of the enterprise are the first to be investigated, and their needs should be an important part of the training content. Human resource managers should classify employees at different levels. In addition to some general needs, they should also understand the individual needs of employees at different levels. Besides employees, the needs of other stakeholders should also be taken seriously by enterprises. Enterprises are not isolated individuals. Every enterprise should pay attention to the needs of customers, suppliers, distributors and other stakeholders. These needs are often difficult to reflect in the employee demand survey, but they are an indispensable part of the employee training content. In addition, the experience of enterprises and the development of employees are in a process of change and development, so the inspection should also keep pace with the times, and the human resource manager should plan this from the overall management strategy. Secondly, on the basis of training demand analysis, do a good job in training planning. As training is an important part of human resource management, it requires a certain amount of capital investment from enterprises, so scientific and reasonable training planning has become the most important. The training plan should include the training methods, cycle, content, number of employees at different levels and the training budget. The development of science and technology supports a variety of training methods. In addition to our common trainers giving lectures at the enterprise site, or employees attending training courses in a certain place at ordinary times, there is also online border training in beyond space and so on. Trainers are not necessarily experts invited from outside, and experienced employees in enterprises may become "teachers" of other employees. Enterprises should adopt the most suitable training methods according to their actual situation and specific needs to maximize the training effect. In addition, the training plan should also include the measurement and evaluation methods of training effect, which is very important for calculating the input-output ratio of training. Third, make good use of social network media and do a good job of feedback and summary of training. The training course itself is very important, and the feedback and summary after training are more important. Only through feedback and summary can employees better sort out the training content themselves. Only when the HR manager gets the feedback and summary from the employees can he truly understand the training effect and adjust the training contents and strategies in time. At the same time, each employee's ability to accept and think about the training content is different, and their problems before training are also different. Therefore, after the training, the human resources manager should build a platform for employees to communicate and share knowledge, so as to double the training effect. At present, many enterprises have electricity inside ... >>
Question 3: What are the factors that affect the input-output ratio? How can we effectively improve the input-output ratio? Whether there is any problem with the batching scale, finished product packaging scale and weighbridge, and whether there is too much residue in the feeding pocket of the feeder, especially viscous substances such as fish meal, meat and bone meal, meat meal, corn gluten meal and secondary meal.
Question 4: How to calculate the input-output ratio? The formula is: income/investment × 100%.
Input-output ratio refers to the ratio between the total investment of the project and the industrial added value output during the operation period. It is applicable to the economic effect evaluation index of scientific and technological projects, technological transformation projects and equipment renewal projects. Input-output ratio is a static indicator, and the benchmark input-output ratio is 1: 3, which can be slightly lower for small projects and slightly higher for large projects.
Formula:
Input-output ratio = total investment/total added value during the life of the project.
The greater the value, the better the project economy.
There is another way to calculate the status quo:
Total assets output rate = total output value/average total assets × 100%
This indicator reflects the relationship between total output value and total assets. Generally speaking, the higher the index value, the higher the input-output ratio of enterprise assets and the better the operation of all assets of the enterprise.
Question 5: How to improve the "input-output ratio" as much as possible? How many feasible schemes are there? 10, you should explain what industry it is or how much money you are going to invest.
Question 6: How to improve the input-output ratio of training? No matter the size of enterprises, more and more enterprises have realized the importance of employee training. However, training often does not bring immediate results, and how to improve the return on investment of training is a problem that human resource managers need to think about for a long time. It is an indisputable fact that more and more enterprises in China should receive training and realize the importance of employee training, but not every enterprise really understands and grasps the significance and methods of training. In many enterprises, senior managers and human resources managers have not really sat down to think about whether the training meets the present and long-term needs of the enterprise, whether the training meets the expectations of employees, and whether the implementation of the training plan is purposeful and planned. When training becomes a "fashion" of human resource management in enterprises, some enterprises regard mountains as higher than others and blindly invest in employee training, and the results they receive are of course difficult to meet the expectations of enterprises. Training is an enterprise's long-term investment in its sustainable development ability, and its purpose is to bring greater benefits to the enterprise by improving the professional quality of employees. In a sense, training is a kind of employee welfare, because the training service provided by enterprises for employees is a kind of concern and support for employees, which realizes a win-win situation for enterprises and employees. In addition, with the rapid development of modern commerce, employees have accumulated various practical experiences and problems in their respective posts. Only through continuous training can employees keep abreast of the latest knowledge and technology in the industry and solve the puzzles and problems in their work. How to train a targeted enterprise and pay attention to the actual return on investment, training is also an investment. Large-scale and planned employee training will be a big expense for enterprises. So how to ensure that the content and form of training are targeted? First of all, do a good job in the investigation and study of training needs. Training is an important part of human resource management. New employees need on-the-job training, on-the-job employees need continuous business and technical training, and senior managers need various high-level professional or leadership training. However, the situation of each enterprise is different, so the first thing that enterprise human resources managers do well is to investigate and study the training needs. There is no doubt that the employees of the enterprise are the first to be investigated, and their needs should be an important part of the training content. Human resource managers should classify employees at different levels. In addition to some general needs, they should also understand the individual needs of employees at different levels. Besides employees, the needs of other stakeholders should also be taken seriously by enterprises. Enterprises are not isolated individuals. Every enterprise should pay attention to the needs of customers, suppliers, distributors and other stakeholders. These needs are often difficult to reflect in the employee demand survey, but they are an indispensable part of the employee training content. In addition, the experience of enterprises and the development of employees are in a process of change and development, so the inspection should also keep pace with the times, and the human resource manager should plan this from the overall management strategy. Secondly, on the basis of training demand analysis, do a good job in training planning. As training is an important part of human resource management, it requires a certain amount of capital investment from enterprises, so scientific and reasonable training planning has become the most important. The training plan should include the training methods, cycle, content, number of employees at different levels and the training budget. The development of science and technology supports a variety of training methods. In addition to our common trainers giving lectures at the enterprise site, or employees attending training courses in a certain place at ordinary times, there is also online border training in beyond space and so on. Trainers are not necessarily experts invited from outside, and experienced employees in enterprises may become "teachers" of other employees. Enterprises should adopt the most suitable training methods according to their actual situation and specific needs to maximize the training effect. In addition, the training plan should also include the measurement and evaluation methods of training effect, which is very important for calculating the input-output ratio of training. Third, make good use of social network media and do a good job of feedback and summary of training. The training course itself is very important, and the feedback and summary after training are more important. Only through feedback and summary can employees better sort out the training content themselves.
Question 7: How to calculate the input-output ratio of raw materials? Input refers to the input materials, and output refers to the assets that can be exchanged for expected sales, that is, expected income.
For example, your acquisition is 348,453.06 yuan.
There is an amount corresponding to the finished product.
The finished product has an amount calculated at the sales price.
Usually, the amount calculated at the sales price is used.
Rather than simply using the amount of the main business cost to calculate.
Because the finished products produced by picking can't be sold immediately, there will still be inventory.
Question 8: How to calculate the input-output ratio of through train? The final input-output formula is transaction amount/input cost. For example, if you spent 100 yuan on the through train and traded in 200 yuan today, then the input-output ratio is ROI = 200/100 = 2:1= 2, which is purely hand-played. I hope it will be adopted.
Question 9: How to calculate the input-output ratio in Taobao training? 100 points hello!
Input-output literally means the ratio of what you put in and what you put in to get a return!
For example.
Region of interest,
For a keyword, you spend 100 yuan every day to promote it, but the efficiency brought by your keyword is 300, and ROI = 300/100 = 3;
Return on investment of through train,
On a certain day, the promotion cost of the through train is 300 yuan, and the sales volume brought by the through train is 9000 yuan, and ROI = 900/300 = 3；;
Input-output ratio, referred to as ROI in the through train, the greater the value, the higher the efficiency, said upstairs!
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My answer is useful to you. I hope it will be adopted. Welcome to ask questions, thank you! !
Question10: Is ROI an input-output ratio or an output-input ratio? Why does everyone say something different? Is the input-output ratio, return on investment.
The ratio of output to input should be a slip of the tongue.
Input-output ratio = total output income/total cost × 100%.