供应商选择问题中单产品采购量分配模型

研究了在随机需求和增量价格折扣条件下的单产品采购量分配模型。针对供应商选择问题中广泛存在的多目标性以及目标的模糊性,提出了一种用于解决该类问题的模糊多目标规划模型。结合一个算例找到了给定条件下各供应商的采购量分配的最优方案,归纳出了求解该问题的过程与步骤,验证了模型的有效性与可行性。     

Supply chain finance: From traditional to supply chain credit rating

Traditional credit rating models, adopted by financial institutions to assess the credit risk of a company, adopt a purely financial perspective, and often fail to properly assess small and medium enterprises. On the other hand, buyers usually assess suppliers by means of comprehensive vendor ratings, considering a broad range of operational performance. This paper investigates whether financial and vendor ratings can be integrated into a supply chain credit rating model that jointly considers financial indicators of the supplier and its operational evaluation provided by buyers; the paper also investigates the benefits and the challenges of such a model for all the stakeholders involved (buyers, suppliers, financial institutions, and technology providers), adopting the lenses of the stakeholder theory. We adopted both multiple case studies and an iterative focus group, involving representatives from suppliers, buyers, financial institutions, and technology providers. The results confirm the potential value of such an integrated rating, mainly for strategic suppliers, showing the expected benefits for all stakeholders and highlighting the potential challenges to face.     

服务外包伙伴关系管理研究

我国的服务外包产业正处在一个高速发展的关键时期。在面临的诸多问题中，发包商与接包商之间的关系是关系到产业健康发展的重要问题。本文在对国际国内服务外包研究作了综述以后，提出了服务外包业务合作伙伴关系可持续发展问题，并开展了相应的讨论。建立动态博弈模型，促使契约双方顺利履行契约；采用客户关系管理理论和方法，研究客户需求的满足、服务质量的保证，以及持续提高服务满意度和长期价值最大化的问题。并据此提出了一系列相应的策略和建议。     

Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction

Little is known about the satisfaction with employee performance management systems in higher education institutions. In this study, we contribute to this field by focussing on the alignment features of employee performance management systems, on communication related to these systems and on control tightness in the academic unit. An important contribution to the literature is the adoption of an integrated approach to employee performance management in higher education institutions. Employee performance management system features and satisfaction result from a survey to which 589 employees of a Flemish University contributed. Separate estimations are done for different tenure types of academics. The estimation results show that a higher level of internally consistent employee performance management systems, more communication and tighter control are associated with higher academic employee performance management satisfaction. The study also reveals that employee performance management satisfaction depends on the tenure type, suggesting that a diversified employee performance management policy should be considered in universities.     

国有企业绩效管理中存在的问题分析

绩效考核是企业管理者与企业员工之间进行管理沟通的一个主要方式,其最终目的是改善员工的工作表现,在实现企业经营目标的同时,提高员工的满意程度和未来的成就感,最终达到企业和个人发展的"双赢"。但是目前在我国国有企业中,绩效管理所发挥的作用及意义并不尽人意,本文着重分析了国有企业绩效考核中存在的问题,并提出合理的建议及改进方法。     

Vendor managed inventory: a survey of the Taiwanese grocery industry

Recent research has shown the importance of improving the supply chain competitiveness by means of strategic alliances. This study considers the retailer–supplier partnership through a vendor managed inventory (VMI) system. The characteristics of a VMI system and a retailer–supplier power relationship are discussed in some detail with a case illustration to examine the practical implementations of the system in the Taiwanese grocery industry. VMI not only has the ability to reduce costs, but also to improve service levels and create business opportunities for both parties in the supply chain. Thus, it is considered as one of the main systems in a strategic alliance.     

A multi-level examination of quality-focused human resource practices and firm performance: evidence from the US healthcare industry

In today's business world, the role of quality has become ever more significant for organizations to compete in a global marketplace. Based on the quality management theory, this study empirically examines the relationship between quality-focused human resource practices (QHRP) and organizational performance outcomes. Data from 69 healthcare organizations indicate a strong support for this relationship. A Human Resource (HR) system focused on quality management was directly related to multiple dimensions of organizational performance outcomes (i.e., intangible – employee satisfaction and customer satisfaction – and tangible – profit). Specifically, two measures of QHRP, knowledge management and strategic management, were found to be positively related to the financial performance of firms implementing quality management. Process management is found to be negatively related to employee satisfaction. General Human Resources were positively related to both employee and customer satisfaction. Employee focus of the firms is also positively related to employee satisfaction. In addition, employee satisfaction is also related to both customer satisfaction and financial performance while customer satisfaction is found to be positively related to employee satisfaction. The findings indicate a generally strong positive relationship with the organizational performance outcomes. The results of this study are particularly important in showing HR's contribution to the organization's bottom line.     

基于供应商管理库存的信息系统设计研究

自从"零库存"的概念被丰田汽车公司提出以后,40多年来各生产企业绞尽脑汁考虑如何通过有效的运作与管理将库存降到最低.现在,供应商管理库存(VMI,Vendor Managed Inventory)的模式逐渐被国内企业接受.供应商管理库存,是在供应链管理理念下要求的产物。它要求供应商对下游企业库存策略、订货策略以及配送策略进行计划和管理。所以,采用合理模式运作VMI就成了当前要解决的问题。     

绿色供应链模式下的供应商选择

首先介绍了绿色供应链的内涵,然后在传统供应链供应商选择理论的基础上,根据环境管理标准（ISO14001系列）,经过扩展而建立了一种新的基于绿色供应链的供应商选择评价指标体系,将绿色信息作为绿色供应商评价的主要衡量指标之一;并结合传统数据包络分析法（DEA）和层次分析法AHP算法的优点,根据指标体系的特点采用DEA／AHP综合评价法．最后给出一个算例进行说明,为绿色供应商的决策提供了理论依据。     

The key performance indicators (KPIs) and their impact on overall organizational performance

The concept of performance management is used by most of the organizations to ensure that either they are going on the right path or not. For managing the performance the organizations are required to know about the performance indicators. This paper explores the key performance indicators (KPIs) and impact of these KPIs on the overall organizational performance in manufacturing sector in Pakistan. The data for present study collected from the top level management of the 84 best manufacturing organizations in Pakistan by using a structured questionnaire and the impact of KPIs on the overall performance of the manufacturing organizations were evaluated. The results show that the manufacturing organizations put more focus on the customer satisfaction and Delivery reliability in terms of performance measurement. And measuring the performance in terms of cost, financial, quality, time, flexibility, delivery reliability, safety, customer satisfaction, employees’ satisfaction and social performance indicators have positive significant impact on the overall organization’s performance. This paper puts together all important performance indicators used by organizations in a single list and check their impact on the overall performance indicator index of the Organizations. As Pakistan is among the developing countries, this study will serve as a valuable guideline for several manufacturing organizations operating in other developing countries of the world.     

Differences Between Clients’ and Vendors’ Perceptions of IT Outsourcing Risks: Project Partnering as the Mitigation Approach

Information technology (IT) outsourcing has been a business practice for more than two decades. Researchers have suggested successful risk management as a key factor in successful IT outsourcing projects implementation. The documented investigations, however, have mainly addressed risk management only from a single perspective of either clients or IT vendors. Considering only one perspective allows for an omission of possible risks considered critical by the other party, as suggested by agency theory. This study explored the potential perception inconsistency regarding the risks between the client and the vendor for IT outsourcing projects by using a quasi‐Delphi approach. The analysis results indicated some inconsistencies in the risks perceived by the two parties: (1) the clients regarded (a) lack of vendor commitment to the project and (b) poor vendor selection criteria and process as top critical risks but the vendors didn't; and (2) on the other hand, the vendors perceived (a) unclear requirements and (b) lack of experience and expertise with project activities as significant risks but the clients didn't. Insights into how the client and the vendor perceive risks may help both parties determine how to partner and manage project risks collaboratively to succeed in outsourcing.     

医院绩效管理的探索和实践

目的:探索以提高神经外科护理质量、满足患者需求为目的的护理绩效管理模式及效果。方法:通过将护理质量考核、效率考核和绩效管理相结合,制定神经外科护理绩效的考核标准、细则,考核结果作为奖金分配依据。结果:护理质量、患者满意度及护士对工作、奖金分配满意度均有所提高。结论:在神经外科护理管理中应用有效的绩效考核,不仅充分调动了护理人员工作中的主动性与积极性,转变了护理服务的理念,提升了工作效率,更能提高护理质量与患者的满意度。     

激励理论视角下的河北某企业薪酬体系设计激励理论视角下的河北某企业薪酬体系设计

河北某企业出现员工满意度低、员工流失率高等问题。文章主要从激励角度出发,解析在当前竞争力激励的情况下如何提高员工的满意度及忠诚度,薪酬管理如何真实地反映绩效,从而激发员工的积极性。     

激励理论视角下的河北某企业薪酬体系设计

河北某企业出现员工满意度低、员工流失率高等问题。文章主要从激励角度出发,解析在当前竞争力激励的情况下如何提高员工的满意度及忠诚度,薪酬管理如何真实地反映绩效,从而激发员工的积极性。     

Managing returnable transport items in a vendor managed inventory system

This paper addresses a closed-loop inventory routing problem with demand uncertainty, which manages the delivery operations to customers and pick-up operations of empty returnable transport items (RTIs) from customers. The problem involves decisions regarding forward and backward vehicle routes, the delivery and collection quantities, the amount of production in terms of the number of filled RTIs, and the number of RTIs produced/ bought by the vendor during the defined planning horizon. The problem considers the holding costs, fixed cost of operating vehicles, fuel consumption cost, producing/buying costs, cleaning costs of RTIs, and loading and unloading costs. We formulate the problem as a mixed integer linear programming model and propose a Relax and Fix based solution approach to solve large instances. We conduct extensive analyses on a case study derived from a fruit and vegetable distribution network and several hypothetical instances. Our analyses investigate the effects of several problem parameter changes (i.e., average collection rate, customer service level, cost of buying crate and handling cost) on the total logistics cost. Additional numerical analyses are performed to demonstrate the usage of the model for evaluating the cost of being more green and environmental-friendly. Moreover, experiments on relatively large-scaled problems allow us to demonstrate the potential benefits of the proposed heuristic     

基于企业预算管理系统中的绩效考核问题研究

预算管理是企业管理的核心,它将企业各职能部门的管理工作和所属单位的生产经营活动贯穿起来,从而提高企业整体的管理效率和经济效益。而预算管理中的绩效考核作为提高企业和员工绩效的重要工具,顺理成章成为提高企业整体的管理效率和经济效益的重中之重。本文主要通过对我国大多数企业绩效考核所面临的问题和对预算管理的必要性进行分析,从绩效考核的标准设计、绩效考核的评价者选择、绩效考核过程中考核者的心理、绩效考核反馈、合理利用绩效考核等问题展开论述,对如何建立科学的绩效考核体系提出了自己的见解。     

第三方物流绩效评价管理体系研究

首先概述了第三方物流绩效评价管理体系规划和设计中应该注意的原则和事项,接着重点分析研究了第三方物流绩效评价的指标体系和内容框架,从内部绩效和外部绩效两个方面考察了其指标的设计和规划问题,主要从财务绩效、采购运输配送仓储等环节的功能性绩效以及客户绩效等方面进行了指标设计,最后在这些绩效评价指标体系的基础上,进行了第三方物流具体绩效评价流程和操作机制的数学计算过程推导。     

供电企业物资供应链绩效体系及流程改进研究

通过对供电企业物资绩效管理的现状分析,基于SCOR模型绩效评价指标,建立供电企业物资供应链绩效评价体系,从可靠性、柔性、协同性、成本和资产、客户满意度5个方面建立绩效指标体系,同时将绩效指标分为考核指标、关注指标和储备指标,并将绩效指标体系考核结合到流程改进之中,更好的指导、监督流程改进过程,并对改进结果进行检验。     

Determinants of sales manager job satisfaction. An analysis of Spanish industrial firms

The objective of the current work is to analyse the determining factors of sales manager job satisfaction. In particular, we study the effect of various human resources management (HRM) practices – compensation, promotion, training and job design – on this satisfaction, using a model empirically tested on a sample of Spanish industrial firms. The results of the empirical analysis of the model, which uses data from a postal survey, indicate that human resources practices based on compensation – level and type – as well as on the job design – resources and autonomy – appear to be the fundamental determinants of sales manager job satisfaction. In the research we confirm that there is a growing need for firms to combine economic and non-economic incentives in order to satisfy their executives.     

Top management leadership,employee empowerment,job satisfaction,and customer satisfaction in TQM organizations: an empirical study

Top management leadership and employee empowerment are considered two of the most important principles of total quality management (TQM) because of their assumed relationship with customer satisfaction. As a result, many top management leadership and employee empowerment strategies and practices have been suggested in the management literature. However, few studies have been done to test this assumed relationship and determine which of these strategies and practices may be most effective in bringing about the intended results. This study surveyed organizations that have adopted TQM to determine the relationship between top management leadership, employees' empowerment, job satisfaction, and customers' satisfaction. The results reveal positive correlation between top management leadership, employee empowerment, job satisfaction, and customer satisfaction. Employee empowerment and improved levels of job satisfaction are facilitated by top management leadership and commitment to the TQM goal of customer satisfaction by creating an organizational climate that emphasizes total quality and customer satisfaction. Effective strategies for achieving employee empowerment and job satisfaction, together with top management leadership roles in a TQM environment, are identified and discussed.