供应链绩效评估中的一类柔性评估方法

鉴于供应链系统本身的复杂性，选择合适的绩效评估方法比较困难。本文介绍了选择绩效评估方法的基本框架，并概括了任何供应链绩效评估系统中必须存在的四类绩效评估方法。最后详细地阐述了柔性评估方法。     

精准建造中以质量为驱动的项目绩效持续度量体系

项目绩效度量是建设工程项目精准建造管理体系中不可或缺的组成部分,目前采用的以赢得值(EV)和计划任务完成率(PPC)尚不足以满足大型复杂建设工程绩效管理的需要,亟待进一步的系统化完善。本文紧紧围绕建设项目精准建造理念,从绩效度量的概念与本质出发,根据复杂建设工程项目绩效度量的需求特征,以质量本体论为核心,描述了以质量为驱动的项目绩效度量体系的构建过程,系统介绍了以质量为驱动的项目绩效度量体系中各要素的数据处理模型,为进一步构建以质量为驱动的项目绩效管理系统奠定了基础。     

The trend toward accountability: What does it mean for HR managers?

The purpose of this paper is to provide an overview of the accountability trend and what this trend means for HR managers. We begin by defining performance measurement and its relationship to performance management and evaluation. We then discuss the legislative incentives behind federal performance measurement, such as the Government Performance and Results Act (GPRA), that are designed to improve the effectiveness, efficiency, and accountability of taxpayer funded programs and how these initiatives affect HR programs. Following this, we review the implications for HR professionals and the fundamental concepts of performance measurement, including common performance measurement methodologies. Finally, we conclude by highlighting the challenges of implementing a performance management system, as well as lessons learned from agencies who have implemented performance measurement or management systems in the past.     

大型企业集团战略性绩效考核体系构建

绩效考核在我国大型企业集团越来越受到重视,如何建立有效的绩效考核体系也成为了一项非常重要的课题。本文从战略管理的角度建立了我国大型企业集团绩效考核体系,旨在对公司内部能力的考核,以此提出了基于战略柔性和战略有效性的大型企业集团战略性绩效考核体系,并且借助AHP方法,针对所设计的指标体系,构建企业绩效的计算模式。     

供应链管理绩效评价研究

供应链管理的绩效评价,对于供应链运作和管理是至关重要的。本文首先介绍了供应链绩效评价的特点和内容;然后针对供应链现行绩效评价指标体系的不足,详细讨论了供应链绩效评价应遵循的原则,并基于评价原则建立了一整套评价指标体系;最后探讨了在供应链绩效评价中所用到的评价方法。     

物流绩效的模糊综合评价

本文分析了物流绩效评价的重要性和迫切性,根据物流绩效评价的要求和特点构建了物流绩效评价指标体系,并且采用模糊综合评价方法对物流绩效进行科学有效的评价。     

武器装备性能评估及指标测量方法浅论

为了解决某些武器装备系统在交装时未提供性能评估及指标测量方法的问题,提出了按功能分解的方法。文章简要介绍了武器装备系统性能评估步骤及指标测量方法。     

设备维护外包服务商绩效评估指标研究

探讨了基于外包合同的设备维护业务外包服务商的绩效评估指标问题,指出设备维护外包合同是外包服务商绩效评估的基准。根据外包合同的基本要素的性质,构建了设备维护外包服务商绩效评估指标体系,以指标实现值与合同目标值为基础,提出了各指标的度量方法。     

基于SCOR绩效评价的供应链诊断模型

讨论了以供应链运营参考模型（SCOR）中供应链绩效关键评价指标（KPI）在供应链管理中的应用,阐述了新型的供应链管理理念并强调了从绩效评价体系来实现这一理念.论述了如何构建供应链诊断系统,为供应链管理效率问题提供解决方案.从而提高供应链成员分析和决策的准确性.     

论企业经营业绩的度量与披露

经营业绩信息是企业利益相关者赖以进行决策的依据,本文在剖析现行企业经营业绩度量与披露方法的基础上,引用经济附加值、综合收益等指标与方法,重新构建企业经营业绩度量与披露体系,以提高会计度量的准确性与披露的科学性,从而提高企业经营业绩信息质量,为各利益相关者提供决策依据。     

企业效绩评价指标体系历史演进的中美比较

本文在回顾中美企业效绩评价指标体系历史演进的基础上,认为企业环境决定企业效绩评价指标体系的选择,并对中关企业效绩评价指标体系的制订主体和评价客体进行对比分析,进而得出中美企业效绩评价指标体系发展趋势具有趋同性的结论。     

BP神经网络在供应链绩效评价中的应用

首先区分不同主体,权衡成本与收益分层次选择指标,基于流程构建一个供应链绩效评价的指标体系;然后介绍了BP神经网络原理及模型,最后探讨了BP神经网络在供应链绩效评价中的应用。     

A dynamic performance measurement system: evidence from small Finnish technology companies

The purpose of this paper is (1) to present a new dynamic integrated performance measurement system (IPMS) based on a managerial view, and (2) to present preliminary empirical evidence on the importance of performance measures in small Finnish technology companies using the IMPS as the framework for the survey. The aim is to develop a useful managerial tool for measuring and improving performance in business firms. The system is intended to include a comprehensive set of relevant factors and dimensions, which together form an integrated managerial system of performance measurement. The proposed IPMS is linked to the idea of activity-based costing (ABC). It consists of seven main factors and the causal chain connecting these factors. The factors are classified as two external factors (financial performance and competitiveness) and five internal factors (costs, production factors, activities, products, and revenues). The main idea of the IPMS is to follow the use (transformation) of resources from the point of the very first (elementary) resource allocation to the point when the results of the allocation are realized as revenues. In the causal chain, the factor at any point along the chain is regarded as a determinant of the factor that succeeds it. Moreover, the next resource allocation decision is dynamically affected by the results of the former decisions, thus allowing for learning-by-doing. The IPMS is also used as a framework for a postal questionnaire completed by 93 small Finnish technology firms. These companies put great emphasis on the importance of the employee motivation (production factors dimension), customer satisfaction (products), product profitability (revenues), company profitability, liquidity, and capital structure (financial performance) in the measurement of performance. Factor analysis is used to classify the companies into three groups on the basis of performance measurement.     

供应链管理企业绩效评价指标体系研究

本文通过比较供应链管理企业和传统企业的绩效评价指标的特点,提出建立供应链管理企业绩效评价指标体系应遵循的原则。同时,结合绩效评价指标的客观性和可操作性,尝试建立供应链管理企业绩效评价指标体系。     

超越质量模型与平衡计分卡的异同及其启示

对于追求业绩改进的企业来说，找到最有效的业绩考评工具是极其重要的，因为业绩考评是持续改进的基础。本文在管理控制系统的四个中心问题——目标、战略与计划、业绩目标设定、奖励机制的基础上，对当今世界上最著名的两种考评工具：欧洲卓越质量模型与平衡计分卡进行了对比，并得出启示：如何将战略业绩框架成功实施于组织中应当成为管理者关注的重点问题；同时，企业应当对两种工具兼收并蓄，各取所长。     

Measurement equivalence of executives' performance ratings for same‐ and opposite‐gender dyads

The measurement equivalence of performance ratings from different raters is important to establish if researchers and practitioners want to have confidence that raters are using the performance measurement system in the same way. The purpose of the present study was to examine the measurement equivalence of performance ratings from male and female direct reports. Women and men executives from various organizations participated in a multisource assessment process for feedback and development purposes and were rated by both women and men direct reports. The results indicated gender equivalence for direct reports' ratings of men and women executives, meaning that regardless of gender, raters provided ratings using the same psychological metric. The implications and limitations of the study are discussed.     

EVA业绩评价与股权激励模式设计

股票期权制度所依据的传统财务业绩指标体系存在着种种弊端，严重地削弱了期权的激励效果。本文引入EVA业绩评价指标，分析其作为经营者业绩考核标准的合理性。在此基础上，探讨以EVA为基础的股权激励模式的构建问题，并给出基于EVA红利的股权激励模式的设计方案，以期对我国企业的业绩评价与激励系统的构建有所启示。     

提升机安全性能检测仪在提升系统总变位质量测试中的应用

通过用TC-3C提升机安全性能检测仪对煤矿提升系统及其变位质量的检测,将变位质量的计算方法、测量方法、产生误差的原因及提高测量精度的措施进行了简单介绍、分析和探讨。     

The organizational infrastructure of continuous improvement – an empirical analysis

To pursue constant incremental improvements, firms must develop the dynamic capability of continuous improvement (CI). Research suggests that an organizational infrastructure is necessary to sustain CI capability. Although there have been some attempts to delineate a comprehensive model for CI infrastructure, empirical investigation is still underdeveloped. The present study explores key dimensions of the organizational infrastructure—strategic alignment, teamwork for problem solving, and goals management systems. We analyze their effects on CI capability by using a database of 266 firms. We identify the variables that underlie the organizational infrastructure through exploratory and confirmatory factor analysis of measurement items, and then we perform a structural equation model linking the infrastructure to CI capability. Our findings suggest that strategic alignment and teamwork for problem solving affect CI capability. This study contributes to the operationalization of the organizational infrastructure and to the understanding of how it affects CI capability in operations management contexts.     

基于MIMU的车速测量方案研究

分析了车辆装备底盘性能测试对运动参数测量的特点和要求,提出了利用MIMU单独工作进行车速测量的方案,以MIMU(MEMS Inertial measurement unit)为主要单元,以小型蓄电池作为供电源,通过USB-RS422转换接头,从USB口连接到笔记本电脑,从而获得计算的基本数据。给出了车速测量系统的安装调整和速度及位移的计算思路,明确了实现工程化应用还需深入进行的工作。