Evaluation of supplier capability and performance: A method for supply base reduction

Development of partnership with suppliers is widely recognised today as a potent tool for supply chain improvement. To develop an effective partnership, it is necessary to have a small supply base and an effort to reduce the supply base to a manageable level. Despite its overwhelming importance, models of supply base reduction are rare. Supplier sorting methods, used for pre-selection of suppliers and sometimes seen as methods for supply base reduction, have limitations ranging from (1) requirement of an exhaustive database of historical information (case-based reasoning), (2) inability to predefine the number of elements in a cluster (cluster analysis) and (3) inability to identify suppliers who are both highly capable as well as high performers (data envelopment analysis). In the present work, we develop a systematic framework for carrying out the supply base reduction process. The study assumes two important dimensions of suppliers—performance and capability. Performance of a supplier represents short-term effects on the achievement of supply chain objectives while supplier capability indicates long-term effects. Many of the performance and capability factors are imprecise in nature. In order to account for the imprecision involved in numerous subjective characteristics of suppliers, we use fuzzy set approach to measure the imprecision of these factors and rank a potential list of suppliers against their performance and capability. We then display their ranks in a ‘capability–performance matrix’ that helps a decision maker arrange the suppliers in decreasing order of preference. The desired numbers of suppliers are finally selected on the basis of this ordered list. The suggested framework will be of immense help to the practising managers in reducing the supply base—a prerequisite for building a strong supplier partnership and developing an effective supply chain.     

石油企业员工绩效考核方法研究

文章通过层次分析法和模糊评价法对石油企业员工具体绩效的综合运用,对石油员工的绩效水平指标的进行了具体的分析研究,对各项考核指标进行了综合评价,通过具体的数字表明此绩效考核方法在石油企业员工绩效考评中的应用价值。     

基于模糊综合评价的国有企业薪酬激励研究

国有企业薪酬管理存在着基础薄弱、政企不分、薪酬水平偏低等一系列问题,导致员工工作积极性不高。本文利用多级模糊综合评价方法对国有企业员工绩效进行评价,根据员工绩效评价等级来确定薪酬活动范围,并试着探索建立一种更加灵活的薪酬管理制度——同岗不同酬,实现国有企业的有效薪酬激励。     

模糊综合评判在房地产定价中的应用研究

房地产定价过程中会受到许多不确定的模糊因素影响,如市场需求,宏观政策等.为保证房地产定价的正确性和科学性,有必要将模糊综合评判理论应用到房地产定价中.由于以往构建的模糊综合评判数学模型都是在具有某种限制和取值极限的情况下寻求各自的评判结果,这样在评判过程中就会不同程度地丢失许多有用信息,本文通过结合房地产定价中的应用案例,对模糊评判模型进行了优化改进,从而保留住了所有的相关信息,更加全面地考虑了各个因素的影响,进而做出了更为精确的评判.     

基于模糊可拓层次分析法的物流客户满意度研究

对物流行业客户满意度影响因素进行了分析,建立了客户满意度评价指标体系。结合具体物流企业的问卷调查统计结果,利用可拓层次分析(EAHP)和模糊综合评价相结合的方法对客户满意度进行综合评价,并提出了相应的改进方案。     

Taking advantage of social comparisons in performance appraisal: The relative percentile method

Social comparison theory (Festinger, 1954) implies that it may be more efficacious for job performance raters to compare an employee to other employees rather than to use typical “absolute” rating standards. We assessed whether the incorporation of social comparisons into performance appraisals, using the relative percentile method (RPM), would predict criterion variance beyond that predicted by more traditional absolute ratings of performance. A sample (N=170) of managers involved in an assessment center was used, and the center provided criteria by which the relative criterion‐related validity of social‐comparative versus noncomparative (absolute) appraisals could be assessed. Overall, in consonance with a preponderance of earlier research, social‐comparative (RPM) performance appraisals showed incremental criterion‐related validity over traditional absolute performance appraisal methods. © 2009 Wiley Periodicals, Inc.     

Popularising Delphi method

The article reports on a methodical part of a combined substantive and methodical investigation experimenting with a new type of Policy Delphi method. The common problem defined for both parts was the question whether Delphi method could be transformed in an instrument of controlling technological change by employees. The question was answered positively by the participating (bank) employees, all union members engaged with an automatisation project, themselves. Self rating scales, an evaluation questionnaire and numerous data collected about the research process showed that the most relevant social categories of participants managed to serve as “experts” according to the high levels of cognition, effort, involvement and self-confidence required in a Delphi research project. Participants with low job level, women and non-trained union members joined in very well. The special steps required to broaden a successful participation of all categories, particular methods and techniques of information transmitting questioning and reporting, did not violate the quality of scientifically valid information gathering. So the result was a practical and scientific instrument.     

基于模糊控制的拥挤道路交通量控制系统研究

本文提出以车辆到达率作为模糊输入的拥挤道路控制策略。通过评价道路拥挤程度指标,设计了一种以减少车流到达率为目标的模糊推理算法,并以实例验证了方法的可靠性。结果表明,这种模糊算法能够在一定程度上取代传统控制方法,从而提高拥挤管理效率。     

基于模糊数学的两阶段员工绩效评估方法

基于对现有员工绩效评估方法的分析,论文提出了两阶段评估方法,随后用博弈论解释了这一方法思想。并以评估一秘书绩效为例,运用模糊数学,探讨并实现了对员工两阶段绩效评估。     

基于熵权的模糊综合评价模型的库存控制绩效评价

库存管理作为供应链管理的核心内容之一,对供应链管理绩效具有重要的影响。根据供应链的复杂性及库存管理评价的模糊性,构建了库存管理绩效评价指标体系,并建立了基于熵权的库存控制绩效的多层次模糊综合评价模型;不仅充分利用了绩效指标信息量,避免了传统权重确定的主观性,而且弥补了传统综合评价法的缺陷。最后,通过对某家电连锁企业的库存控制绩效进行评价,结果表明该方法具有较强的实用性和可靠性。     

Integrating Strategic Carbon Management into Formal Evaluation of Environmental Supplier Development Programs

Increasing global environmental pressures from regulators, markets and communities have caused focal companies in supply chains to recognize the significance of environmentally conscious management. Greener supply chains are part of this recognition. Environmental supplier development is a valuable and viable strategy for greening supply chains. However, low carbon management is rarely explored in supplier development. Further, formal tools and models for focal companies to evaluate environmental supplier development programs (ESDPs) considering low carbon management and their effect on supplier performance improvement are limited. To help address these gaps in the literature, this paper proposes a portfolio evaluation model for ESDPs that consider three types of supplier performance: traditional operational factors, traditional environmental factors and low carbon management factors. This model applies the fuzzy scoring method to measure the effect of ESDPs on supplier performance, and uses fuzzy DEMATEL to examine the cause–effect interrelationships among the ESDPs. Subsequently, a real world example is used to demonstrate the application of the portfolio model and provide insights into environmental supplier development evaluation, followed by discussions of case application results. This paper concludes with directions for further research. Copyright © 2014 John Wiley & Sons, Ltd and ERP Environment     

信息系统建设项目风险的模糊分析方法研究

国内外大量信息系统建设失败案例逐渐引起人们重视,学者开始研究信息系统建设项目中存在诸多风险因素,并提出了一些风险分析方法。但由于信息系统建设项目风险信息具有难以量化和不完整性等特点,这些方法并不适用。基于信息系统建设项目风险信息的特点,引入了模糊集理论,提出信息系统建设项目风险的模糊分析方法,并以实例分析加以证明该方法的有效性。     

模糊模型识别和决策评价的研究现状及应用

模糊模型识别、模糊综合评价和模糊聚类是当前模糊数学应用比较广泛的三个领域。由于客观事物本身的模糊性,加上人们对客观事物的反映过程也产生模糊性,使得经典的识别和评价方法越来越不能满足客观实际的要求,于是模糊识别及评价随之产生并发展起来。文中介绍了模糊模型识别及其模糊综合评价决策的方法和研究现状,结合现实生活中的实际问题对二者的应用加以说明。对在模糊模型识别过程中所用到的模糊聚类分析问题加以研究、概括,并利用SPSS软件来获得聚类结果,以使文中的理论更加充实、完善。     

Rated to exhaustion? Reactions to performance appraisal processes

Performance appraisal systems are a popular tool within organisations to enhance employee commitment and productivity. This paper examines the consequences of three aspects of a performance appraisal system (distributive justice, procedural justice and the performance rating) on the level of emotional exhaustion reported by employees in a large public sector research organisation.     

The problem of employees' network centrality and supervisors' error in performance appraisal: A multilevel theory

This article reveals an unexplored paradox for HR managers: the centrality of an employee in the social network benefits performance but hampers performance appraisal because it affects supervisors' rating errors. Central employees can be erroneously rated high on performance even when they are not high performers because supervisors tend to overappraise their performance. A distinction is made between rating precision, which depends on supervisors' uncertainty regarding employees' performance, and rating accuracy, which depends on supervisors' bias in favor of employees. Employee centrality is posited to be beneficial to precision but deleterious to accuracy because it regulates the diffusion of positive information, status, and power, all of which distort supervisors' capacity and motivation to accurately appraise performance. It is then argued that rating errors caused by network centrality affect aggregate perceptions of justice in organizations. When employees are highly connected to each other in a dense network, organizations have a strong and positive justice climate. Yet when some employees are more central than others in a centralized network, organizations have a negative and weak justice climate. The article contributes to the literature because it identifies an unexplored dark side of network centrality and offers recommendations for HR managers to cope with its deleterious consequences and for scholars to study them.     

The Open2-Innova8ion Tool—A software tool for rating organisational innovation performance

The Open2-Innova8ion Tool is an interactive, multi-media, web-based software tool for rating organisational innovation performance. This tool was designed for organisations to use as an adaptation of the European Commission's work on developing empirical measures of national innovation performance with the Summary Innovation Index (SII). It is designed for users with experience of employment in an organisation, from senior managers to all types of employees, with an interest in rating the innovation performance of their organisation. The Tool is quick and intuitive to use, and provides textual feedback, together with graphic ratings using Google meters. Feedback is based on user perceptions of organisational indicators of Innovation Enablers, Activities, and Outputs to provide an overall rating of innovation performance; this can be compared with a self-rating of innovativeness to allow some interpretation of the congruence between the user and their organisation. This prototype Tool was trialled and evaluated during a workshop on low carbon vehicle innovation, with participants (innovators) representing organisations from the surface transport industry as part of the U-STIR programme with EU Framework 7 funding. This publically available web-tool has applications to education, training, and research http://design.open.ac.uk/itool/.     

基于模糊层次分析法的企业人力资源风险因素评价

文章结合三角模糊数和层次分析法,以企业外部环境、内部环境及人力资源个人3个方面的11个因素为指标体系,建立模糊层次分析模型,采用三角模糊数表示专家的判断信息,加权平均综合多名专家意见,利用层次分析法对专家判断结果进行处理从而得出各个评价因素的相对权重的大小,并举例说明了模型的应用。     

Quick and continuous improvement through kaizen blitz.

It is our objective to provide you with a step-by-step approach to conducting a kaizen blitz within two days and describe how to achieve dramatic performance improvement with employee buy-in through this process. Kaizen blitz has been used dozens of times by the authors, and in some instances the same area has been blitzed as many as four times, with significant improvements each and every time. Employees have even taken it on themselves to conduct informal blitzes as a continuing improvement effort after a formal blitz has been conducted in their area. Blitzes can succeed in a variety of environments. The morning after the employees of one company attended this presentation, they self initiated a mini-blitz and discovered opportunities for improvement that they enthusiastically presented to management.     

Fuzzy Pair-wise Dominance and Implications for Technical Efficiency Performance Assessment

Classically, the concept of efficiency measurement is based on the definition of a frontier that envelops the observed production plans. The efficiency score itself is based on the distance of an observed production plan from this frontier. The frontier along with the required technological assumptions (such as convexity) needed for its definition may be replaced with the concept of pair-wise dominance. This concept leads to a classification scheme for all production plans instead of a ranking based on efficiency scores. Also, the traditional assumption of deterministic or crisp production plans may be substituted with the weaker assumption of fuzzy production plans as proposed by fuzzy set theory. This paper merges these two concepts and defines a new classification scheme based on fuzzy dominance.     

基于绩效改进的一种分销系统绩效模糊综合评判方法

应用模糊综合评判方法,以分销系统的绩效改进为目标,从分销系统的效率性、响应性、协调性和成长性四个方面,对供应链管理模式下的分销系统绩效问题进行了研究,给出了分销系统绩效的评判指标体系及其说明,以期改进分销系统的绩效并为分销系统的相关决策提供支持.