Relative performance evaluation in a multi-plant firm

Summary. We analyze optimal compensation schedules for the directors of two plants belonging to the same owner and producing the same good but serving geographically differentiated markets. Since the outcome of each director depends on his own effort and on a random variable representing market conditions, the problem takes the form of a principal multi-agent model. We first provide appropriate extensions of the MLR and CDF conditions that ensure the validity of the first-order approach in the single agent case. Then, we show that affiliation of the random variables is a necessary and sufficient condition for the compensation of one director to negatively and monotonically depend on the performance of the other.Received: 23 July 2004, Revised: 18 February 2005, JEL Classification Numbers: D23, D82.I thank Ray Rees and an anonimous referee for helpuful comments and suggestions. Support from CES (Center for Economic Studies), University of Munich is gratefully aknowledged.     

国外社会创业组织绩效评价模式与整合研究

社会创业组织的存在与社会经济进步和民主治理密切相关,但目前对社会创业组织绩效评价的系统研究还比较缺乏。本文首先从基于社会或财务分析角度以及研究方法与过程角度分别介绍了国外经典的基于平衡计分卡的绩效评价模式、基于投资社会回报的绩效评价方法、基于影响机制的绩效评价模式和基于研究方法论的绩效评价思想,然后构建了一个社会创业组织整合指标体系,旨在为后续研究提供相应的理论分埽与指导框架。     

Influence and inefficiency in the internal capital market

I model inefficient resource allocations in M-form organizations due to influence activities by division managers that skew capital budgets in their favor. Corporate headquarters receives two types of signals about investment opportunities: private signals that can be distorted by managers, and public signals that are undistorted but noisy. Headquarters faces a tradeoff between the cost of attaining an accurate private signal and the value of the information the signal provides. In contrast to existing models of “socialism” in internal capital markets, I show that investment sensitivity to Tobin's Q is higher than first-best in firms where division managers hold equity (a result consistent with evidence presented in Scharfstein, 1998). When managers face high private costs from distorting information (equity holdings), headquarters may commit to investment contracts that place “too little” weight on private signals and “too much” weight on public signals (i.e. Q). This result has implications for managers in the design of capital budgeting processes and incentive compensation systems.     

Strategic transmission of information and short-term commitment

Summary. We examine the strategic role of information transmission in a repeated principal-agent relationship where the agent produces information that is useful to the principal. The agent values continuous employment for the principal because he makes a relationship-specific investment that can yield rents to him when the relationship is renewed. Assuming that the parties are sufficiently impatient, we show that full disclosure of the information produced occurs early in the relationship when the principal can commit to a long-term relationship, when the agent observes his valuation of continuous employment after making a report on information produced, or when the agent obtains a low valuation of continuous employment before making a report. By contrast, a strategic delay in the transmission of information occurs when the principal can only commit to a short-term relationship and the agent obtains a high valuation of continuous employment before making a report. Received: October 15, 1997; revised version: July 27, 1998     

简析企业绩效考评环节的矛盾与对策

企业绩效考评中存在的诸多矛盾是人力资源管理者所共同面临的难题。本文采用矛盾的观点对以上现象进行了深入分析,并运用矛盾论的方法提出了相应的对策。     

微型金融机构信贷问题与对策研究

微型金融机构主要客户是财务不健全、缺少抵押与担保、信息严重不对称的小微企业与个人,如何有效管理信用风险、控制信贷审核成本是微型金融机构信贷业务亟待解决的问题。通过分析微型金融机构信贷业务面临的问题,利用贷款承诺与关系贷款理论,对微型金融机构信贷业务中存在的问题提出对策建议。     

基于BSC与EVA结合的企业绩效评价体系的构建

企业绩效评价越来越多地受到理论界与实务界的关注。采用EVA与BSC结合的绩效评价指标的运用可以提高企业的整体管理水平,从而使企业具有一定的竞争力。通过对企业绩效评价指标体系的概述,以乳品行业为例,分析了乳品行业的背景,构建了乳品行业的业绩评价体系,并根据乳产品的特性增加了质量维度,从内部业务流程维度、顾客与财务等五个维度进行设计评价体系,从而得出了绩效评价结果,以为企业的绩效评价提供切实参考。     

浅谈工程造价咨询公司绩效评价体系

目前,工程造价咨询公司绩效评价基本上还是处于人事管理阶段,缺乏全局观念,绩效评价指标不完整,评价手段单一,缺乏科学依据。绩效评价要实现由人事管理阶段向人力资源管理阶段过渡,首先要建立一套完善的工程造价咨询企业绩效评价体系。     

公务员绩效评价的技术支持研究

公务员绩效评价机制需要相应的技术支持。借助于计算机、互联网等信息技术的支持,运用灵活的绩效评估方法动态评价技术,可以推动公务员绩效评价的有效实施。     

上市公司社会责任财务绩效评价存在的问题成因及对策

目前,我国上市公司的社会责任财务评价存在诸多问题,国家没有具体规定评价体系,存在信息披露的不充分性和公司自身短视行为,对上市公司的财务评价造成制约。挖掘其原因,除了我国的研究起步相对晚外等历史原因,也有着社会责任存在不易使用会计指标反映的自身原因,不易量化的指标成为了社会责任财务评价绊脚石。要解决这些问题,不仅需要对上市公司披露社会责任信息进行强化和监管,更需要公众的监督。     

Misperceiving the value of information in predicting the performance of others

Economic models typically allow for “free disposal” or “reversibility” of information, which implies non-negative value. Building on previous research on the “curse of knowledge” we explore situations where this might not be so. In three experiments, we document situations in which participants place positive value on information in attempting to predict the performance of uninformed others, even when acquiring that information diminishes their earnings. In the first experiment, a majority of participants choose to hire informed—rather than uninformed—agents, leading to lower earnings. In the second experiment, a significant number of participants pay for information—the solution to a puzzle—that hurts their ability to predict how many others will solve the puzzle. In the third experiment, we find that the effect is reduced with experience and feedback on the actual performance to be predicted. We discuss implications of our results for the role of information and informed decision making in economic situations. Electronic Supplementary Material Supplementary material is available in the online version of this article at http://dx.doi.org/10.1007/s10683-006-9128-y. JEL Classification C91, D83     

生态文明建设绩效的“二维”评价模型构建

通过分析生态文明建设绩效的内涵,从建设过程和结果两方面构建生态文明建设绩效“二维”评价模型,提出生态文明建设绩效测定应由两个分指数差距指数和进步指数复合成生态文明建设综合指数进行,以建立生态文明建设全过程的绩效考核体系,使得考核工作能在真正意义上持续推动生态文明建设。     

浅析世界各地区农民合作组织特点及绩效

以合作社成立的目标为出发点,参考企业经营绩效的平衡计分体系,建立合作社绩效评价体系。通过对欧洲、北美、亚洲等地区的合作社特点及其对绩效的影响分析,从财务、合作社内部运营、客户及社员导向和学习、成长及创新等四个方面对各地区合作社如何提高绩效进行总结,结论会对国内合作组织的发展起到一定的参考作用。     

基于平衡计分卡的SAP实施绩效评价模型研究

根据国内企业实施SAP及其绩效评价研究现状,借鉴平衡计分卡在绩效评价中的思路,提出SAP平衡计分卡,并运用层次分析法为指标赋予权重,构建一套SAP实施绩效评价模型。     

浅谈地勘单位改制下的企业负责人绩效考核体系改进

地勘单位原属国家事业性质的单位,各有一套考核模式和考核办法。在地勘单位改制的大背景下,如何结合地勘单位目前的企业性质和工作实际对地勘单位企业负责人进行科学的考核,是当前许多地勘单位面临的重要课题。而运用平衡计分卡、目标管理法的相关知识,提出地勘单位企业负责人绩效考核的整体方案,建立绩效辅导与结果申诉体系、加强绩效考核结果应用等措施,对地勘单位建立和改进企业负责人绩效考核体系有重要的借鉴意义。     

效率视野下我国检警关系之构想

我国刑事诉讼中,公安机关和检察机关承担着侦查与公诉职责,两者在形式上有着不同的职权,但本质上同属于控诉方,即为了预防与惩罚犯罪。正因为两者同属于控诉方,必然存在着配合与冲突,便产生了对两者关系进行合理调整形成合力的必要。而调整二者关系的立足点主要是整合司法资源,防止因扯皮而拖延诉讼,提高诉讼效率。因此,构建新型检警关系的本质也可以说是一种效率安排。从效率的角度重新审视我国的检警关系,就如何建立科学合理的检警关系提出构想,从而实现国家追诉权得以正确行使,刑事诉讼程序运作变得更加合理、有效的目标。     

新形势下企业共青团工作存在的问题及对策

基层团组织是共青团各项工作的落脚点,也是团员青年积累经验、锻炼能力、展示才华的大舞台。近年来,川庆油建公司经历了两次专业化重组,已经成为集设计与施工为一体的地面建设专业化公司。公司当前正处在一个极其重要的战略转型期,面临着前所未有的发展机遇和挑战,只有全体青年员工认清形势,明确任务,才能为公司又好又快发展做出更大的贡献。如何在企业改革重组的历史条件下,探索新走向,构筑新格局,保持企业基层团建工作的发展势头,保持团的工作的连续性和有效性,是一个值得在实践中加以探讨和思考的课题。针对基层团组织建设存在的以上问题,油建公司团委结合公司实际状况,在基层团组织建设方面做了一些工作,使公司团青组织体系日趋完善合理,团干队伍素质有了明显提高,但还存在很多不足,需要我们进一步去完善,去改进。     

转型时期企业化公共组织的绩效评价研究——基于我国电视媒体产业的个案分析

有关绩效评价的文献表明,现实世界中并没有为转型时期具有经济和社会双重目标的中国企业化公共组织量身定制的绩效评价体系。常规的绩效评价方法和思路在这类组织中遭遇到巨大的挑战。本文通过两个具体案例分析了当前这类组织为什么以及怎样进行绩效评价体系设计的问题,并提出3个绩效评价相关的命题,旨在说明这类组织需要结合当前产业特征和实际决策需求设计科学合理的绩效评价体系。     

中日农产品流通领域问题分析

农产品流通关系到国计民生,对流通中的问题应该系统分析。针对现在农产品流通中出现的一些热点问题,应该以符合经济发展规律的方法加以解决,而不能仅仅是头痛医头、脚痛医脚。我国应该向国外学习,可以借鉴日本的经验,但更应该有符合国情的农产品流通体系,从制度、模式、体系构造上做文章,从整体上进行整合。总之,必须寻求符合市场规律的解决之道。     

浅析统计信息失真的原因及对策

近年来一些领域和地方的统计信息失真现象严重,极大地影响了国家决策部门的决策行为,对国民经济的有效运行带来了严重的负面影响。本文对我国统计信息失真的原因进行了剖析,进而有针对性地提出了提高统计信息质量的相应对策。