A Method and a Tool for Commercial Performance Evaluation of a Company

2020 ◽  
Author(s):  
Mahdia Azzouz ◽  
Saida Boukhedouma ◽  
Zaia Alimazighi
Keyword(s):  
Performance Evaluation ◽  
A Company ◽  
Commercial Performance

Supplier management by distributing orders among new and existing suppliers: the methodology and its application to a fast fashion company

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Betul Acar Alagoz ◽  
Murat Caner Testik ◽  
Derya Dinler
Keyword(s):  
Performance Evaluation ◽  
Business Processes ◽  
Low Cost ◽  
Moving Average ◽  
Holistic Approach ◽  
Supplier Management ◽  
Business Environment ◽  
Content Type ◽  
A Company ◽  
Over Time

PurposeThis study aims to create a reliable, collaborative and sustainable business environment with suppliers of a company for providing high-quality and low-cost products on time. A supplier management system that sustains existing suppliers by sharing work based on systematic performance evaluation while developing the supplier base with potential suppliers is proposed.Design/methodology/approachBuilt on quantitative approaches, supplier management functions are integrated in the designed system. A quantitative strengths, weaknesses, opportunities and threats (SWOT) analysis is adapted for evaluating potential suppliers. A multi-objective integer linear programming (ILP) model is developed for the distribution of orders among selected potential and existing suppliers. A performance evaluation scheme based on an exponentially weighted moving average (EWMA) is proposed to evaluate and monitor suppliers' performance over time.FindingsProposed system develops a supplier base by methodically selecting and approving new suppliers, and a sustainable relationship with both new and existing suppliers is established based on performance over time. Decisions on retaining or removing suppliers from the base are objectively made by quantitative evaluations. Orders are fairly distributed among suppliers under the constraints imposed by the management. Dependence on a certain set of suppliers and its associated risks are reduced while agility in offering goods is enabled.Originality/valueBusiness processes for selecting new suppliers, distributing orders among all suppliers, evaluating and monitoring performance over time are quantitatively integrated to add value in operational decision-making. The proposed system is original in the holistic approach for managing and sustaining multiple suppliers of a company based on performance.

scholarly journals Salespeople Performance Evaluation with Predictive Analytics in B2B

2020 ◽  
Vol 10 (11) ◽  
pp. 4036
Author(s):  
Nelito Calixto ◽  
João Ferreira
Keyword(s):  
Performance Evaluation ◽  
Customer Relationship Management ◽  
Predictive Analytics ◽  
Confusion Matrix ◽  
Customer Relationship ◽  
Base Line ◽  
Customer Base ◽  
Bayes Model ◽  
Freight Forwarding ◽  
A Company

Performance Evaluation is a process that occurs multiple times per year on a company. During this process, the manager and the salesperson evaluate how the salesperson performed on numerous Key Performance Indicators (KPIs). To prepare the evaluation meeting, managers have to gather data from Customer Relationship Management System, Financial Systems, Excel files, among others, leading to a very time-consuming process. The result of the Performance Evaluation is a classification followed by actions to improve the performance where it is needed. Nowadays, through predictive analytics technologies, it is possible to make classifications based on data. In this work, the authors applied a Naive Bayes model over a dataset that is composed by sales from 594 salespeople along 3 years from a global freight forwarding company, to classify salespeople into pre-defined categories provided by the business. The classification is done in 3 classes, being: Not Performing, Good, and Outstanding. The classification was achieved based on KPI’s like growth volume and percentage, sales variability along the year, opportunities created, customer base line, target achievement among others. The authors assessed the performance of the model with a confusion matrix and other techniques like True Positives, True Negatives, and F1 score. The results showed an accuracy of 92.50% for the whole model.

Sistem Pendukung Keputusan Pemilihan Karyawan Terbaik Dengan Metode Fuzzy Tahani

2018 ◽  
Vol 6 (2) ◽  
pp. 169-178
Author(s):  
Ayuni Putri Astari ◽  
Rachman Komarudin
Keyword(s):  
Fuzzy Logic ◽  
Performance Evaluation ◽  
Employee Performance ◽  
Logic Model ◽  
Quality Of Work ◽  
A Company ◽  
Output Space ◽  
Selection Of ◽  
Theory Of Fuzzy Sets

Abstract   Companies need high-quality employees to develop competitively. At the same time, employees need feedback on their performance as guidelines for future actions. One of the problems in performance evaluation in a company is that it is still not objective. The lack of objective in evaluating employees will disrupt activities and productivity within the company. To avoid this, the employee performance evaluation can be done using the Fuzzy Logic model. With the assessment criteria, namely the presence, knowledge, behavior, communication, the quality of work that becomes the input for its fuzzy value. Fuzzy logic is an appropriate way to map an input space into an output space. This technique uses a mathematical theory of fuzzy sets. Fuzzy logic is related to uncertainty that has become a human nature. The basic idea of fuzzy logic arises from the principle of obscurity. By using Fuzzy Hold logic, assessment is more accurate and reduces subjectivity in the selection of the best employees.   Keywords: DSS, Fuzzy Tahani.   Abstrak   Karyawan merupakan asset terbaik dalam perusahaan, untuk memberikan apresisi kinerja dari karyawan maka perusahaan dalam hal ini PT Culture Royale memilih karyawan terbaik berdasarkan kriteria pengetahuan, keahlian, kepribadian, disiplin kerja dan loyalitas. Permasalahan dalam pemilihan karyawan terbaik adalah masih kurang objektif, dengan menggunakan Fuzzy Tahani data-data dari kriteria tersebut dapat diolah untuk mendapatkan hasil yang dapat direkomendasikan dalam menentukan keputusan pemilihan karyawan terbaik.Tujuan dalam penelitian ini untuk menerapkan logika Fuzzy Tahani untuk penilaian pemilihan karyawan terbaik pada PT Culture Royale. Hasil seleksi pemilihan karyawan terbaik menunjukan bahwa karyawan yang memiliki nik sls005 memiliki nilai rekomendasi yang paling tinggi yaitu 1 yang di hasilkan dari nilai:  pengetahuan baik, keahlian baik, kepribadian baik, disiplin kerja baik, dan loyalitas baik. Dengan nilai keanggotaan fuzzy dari masing-masing kriteria adalah 1. Maka dari itu karyawan dengan nik sls005 yang bernama Ray terpilih untuk menjadi karyawan terbaik.   Kata kunci: Fuzzy Tahani, SPK.  

Pengaruh Sistem Penilaian Kinerja Terhadap Kinerja Karyawan Finance Department di Petrochina International Companiesi in Indonesia

2018 ◽  
Vol 3 (02) ◽  
pp. 52
Author(s):  
Ismulyana Djan ◽  
Mimpi Retnowati
Keyword(s):  
Performance Evaluation ◽  
Significant Influence ◽  
Evaluation System ◽  
Important Thing ◽  
Performance Evaluation System ◽  
Independent Variable ◽  
Finance Department ◽  
A Company

Basically the company’s performance is a very important thing. Without good performance it is unlikely that a company can reach its target and predetermined objective. The purpose of this research is to know the influence of performance evaluation system on employees’ performance. The proposed hypothesis is “It is assumed that performance evaluation system has a significant influence on employee’s performance in Finance Department”. The independent variable (X) was performance evaluation system while dependent variable (Y) was employee’s performance, where the value of X on Y was 0.500.

scholarly journals Multilayered Autoscaling Performance Evaluation: Can Virtual Machines and Containers Co–Scale?

2019 ◽  
Vol 29 (2) ◽  
pp. 227-244 ◽  
Author(s):  
Vladimir Podolskiy ◽  
Anshul Jindal ◽  
Michael Gerndt
Keyword(s):  
Cloud Computing ◽  
Performance Evaluation ◽  
Cost Reduction ◽  
Virtual Machines ◽  
Measurement Tool ◽  
Image Size ◽  
Significant Cost ◽  
Virtual Infrastructure ◽  
Significant Cost Reduction ◽  
A Company

Abstract The wide adoption of cloud computing by businesses is due to several reasons, among which the elasticity of the cloud virtual infrastructure is the definite leader. Container technology allows increasing the flexibility of an application by adding another layer of virtualization. The containers can be dynamically created and terminated, and also moved from one host to another. A company can achieve a significant cost reduction and increase the manageability of its applications by allowing the running of containerized microservice applications in the cloud. Scaling for such solutions is conducted on both the virtual infrastructure layer and the container layer. Scaling on both layers needs to be synchronized so that, for example, the virtual machine is not terminated with containers still running on it. The synchronization between layers is enabled by multilayered cooperative scaling, implying that the autoscaling solution of the virtual infrastructure layers is aware of the decisions of the autoscaling solution on the container layer and vice versa. In this paper, we introduce the notion of cooperative multilayered scaling and the performance of multilayered autoscaling solutions evaluated using the approach implemented in ScaleX (previously known as Autoscaling Performance Measurement Tool, APMT). We provide the results of the experimental evaluation of multilayered autoscaling performance for the combination of virtual infrastructure autoscaling of AWS, Microsoft Azure and Google Compute Engine with pods horizontal autoscaling of Kubernetes by using ScaleX with four distinct load patterns. We also discuss the effect of the Docker container image size and its pulling policy on the scaling performance.

Forced distribution performance evaluation systems: Advantages, disadvantages and keys to implementation

2010 ◽  
Vol 16 (1) ◽  
pp. 168-179 ◽  
Author(s):  
Susan M Stewart ◽  
Melissa L Gruys ◽  
Maria Storm
Keyword(s):  
Performance Evaluation ◽  
Distribution System ◽  
Good Choice ◽  
Main Concern ◽  
Evaluation Systems ◽  
Advantages And Disadvantages ◽  
Legal Implications ◽  
Forced Distribution ◽  
Ongoing Support ◽  
A Company

AbstractSome organizations, such as General Electric, currently use or have used forced distribution performance evaluation systems in order to rate employees' performance. This paper addresses the advantages and disadvantages as well as the legal implications of using such a system. It also discusses how an organization might assess whether a forced distribution system would be a good choice and key considerations when implementing such a system. The main concern is whether the organizational culture is compatible with a forced distribution system. When a company implements such a system, some important issues to consider include providing adequate training and ongoing support to managers who will be carrying out the system and also conducting adverse impact analyses to reduce legal risk.

scholarly journals Penerapan MOORA pada Evaluasi Kinerja dalam Mengefektifkan Biaya Operasional

2021 ◽  
Vol 5 (3) ◽  
pp. 1090
Author(s):  
Arridha Zikra Syah ◽  
Yessica Siagian
Keyword(s):  
Performance Evaluation ◽  
Information Seeking ◽  
Implementation Process ◽  
Sales Performance ◽  
Quality Level ◽  
A Value ◽  
Operational Costs ◽  
Sales Work ◽  
Or Organization ◽  
A Company

Sales performance evaluation is a stage in conducting an examination and assessment of information seeking performance or work results of employees / workers in the sales field of a company, this is done in an effort to streamline the company's operational costs because a salesperson is the peak in the achievement and turnover of an operational cost. company, carried out by a salesperson where a salesperson certainly sells products produced by the company or organization with a predetermined sales level, so it is necessary to conduct an assessment or evaluation of sales performance in order to appoint and find out the quality level of sales performance, to reward good sales performance will increase motivation and enthusiasm for sales work achievement so as to be able to streamline operational costs, a systemized selection is made using the MOORA (Multi-Objective Optimization On The Basis Of Ratio Analysis) method. in measuring sales performance evaluation so that the implementation process is more structured and runs honestly and fairly. The results obtained in the study that alternative A1 is a sales that has the best performance with a value of 0.546616.

Self-Assessment for Evaluating and Improving the Product Development Processes in SMEs

2012 ◽  
Author(s):  
Tobias Bensiek ◽  
Arno Kühn ◽  
Jürgen Gausemeier ◽  
Michael Grafe
Keyword(s):  
Performance Evaluation ◽  
Development Process ◽  
Success Factor ◽  
Maturity Model ◽  
Self Assessment ◽  
Target State ◽  
Industrial Sectors ◽  
Development Processes ◽  
Complex Technical Systems ◽  
A Company

Effective and efficient processes characterize successful companies in mechanical engineering and related industrial sectors. Methods and tools of Virtual Prototyping and Simulation (VPS) become more and more accepted in these processes. The integration of these methods and tools into the processes and the PDM/PLM infrastructure of the company is a success factor in the development of complex technical systems. Especially small and medium sized enterprises (SMEs) often run isolated applications that are insufficiently integrated into the development process and the PDM/PLM infrastructure. This paper introduces the VPS-Benchmark — an adaptable maturity model for performance evaluation and improvement in small and medium-sized enterprises (SMEs) with focus on VPS. By giving an overview on existing approaches for performance evaluation and improvement, we point out the demand for a new maturity approach meeting the requirements of SMEs. The new maturity model will then be introduced. After explaining the basic concept of the model, we describe its development and application. The model offers a systematic performance improvement by giving concrete measures. These measures are derived from the comparison of current performance and a company-specific target state. This individual target state is determined by the company-class. The whole approach is based on a software-supported questionnaire that allows for a self-assessment in SMEs.

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