scholarly journals The Critical Review of the Performance Management System in Self-sufficiency Program: Focusing on the Analysis of Performance Evaluation System with Logic Model

2011 ◽  
Vol 31 (2) ◽  
pp. 3-35 ◽  
Author(s):  
Hakyoung Baek ◽  
조성은 ◽  
안서연 ◽  
Inhoe Ku ◽  
김경휘
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Critical Review ◽  
Management System ◽  
Evaluation System ◽  
Logic Model ◽  
Performance Management System ◽  
Performance Evaluation System ◽  
Self Sufficiency ◽  
Analysis Of Performance

scholarly journals Practice of EVA-Based Balanced Scorecard in the Construction of Performance Evaluation System

2021 ◽  
Vol 2021 ◽  
pp. 1-8
Author(s):  
Dongwen Xie ◽  
Hui Deng
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Balanced Scorecard ◽  
Management System ◽  
Evaluation System ◽  
Performance Management System ◽  
Appraisal System ◽  
The Balanced Scorecard ◽  
Performance Evaluation System

In the current era of new economy, the competition between enterprises is becoming increasingly fierce. In many performance evaluation tools, EVA’s balance sheet scorecard has gradually become a more convenient management tool for organizations to implement strategies. The introduction of a balanced scorecard (if used properly) in the company’s performance evaluation will greatly improve the management efficiency of the organization and play a better role in promoting the enterprise to achieve the best resource allocation. This article aims to analyze the status quo of the EVA balanced scorecard in the performance appraisal system and its implementation in the enterprise through an overview of the relevant concepts and basic theories such as the balanced scorecard, combined with the theory of enterprise performance evaluation, such as the balanced scorecard. And strategic performance evaluation theory and other related theories established a series of effective management methods that match the EVA balanced scorecard. Use performance management system model calculation and performance evaluation system design to study the role of EVA-based balanced scorecard in building the performance evaluation system. Exploring the EVA balanced scorecard through experimental research can not only really improve the shortcomings and problems of the single performance appraisal system used by enterprises but also make it more in line with the company’s strategic development requirements and promote the realization of the strategy. The goal of the company: the experimental results of this paper show that 80% of the company’s operating conditions in the EVA-based balanced points performance evaluation have increased year by year and also confirmed that the EVA performance management system is a future-oriented performance management system.

Research on a Strategy-Oriented Energy Saving and Emission Reduction Performance Management System of the Party and Government Leaders of Counties and Municipalities

2012 ◽  
Vol 531-532 ◽  
pp. 732-735
Author(s):  
Jing Kun Zhou ◽  
Zhong Xian Duan ◽  
Bing Cai Yu
Keyword(s):  
Performance Evaluation ◽  
Energy Saving ◽  
Performance Management ◽  
Emission Reduction ◽  
Management System ◽  
Performance Management System ◽  
Evaluation Indicator ◽  
The Government ◽  
Oriented Energy ◽  
Establishment Process

This article describes a strategy-oriented energy saving and emission reduction performance management system model of the Party and government leaders of counties and municipalities (hereinafter referred to as "the Leaders") consisting of a strategic formulation sub-system of the government of counties and municipalities, a strategy-oriented energy saving and emission reduction performance evaluation entity design sub-system of the Leaders, a strategy-oriented energy saving and emission reduction performance evaluation indicator selection sub-system of the Leaders, a strategy-oriented dynamic circle sub-system of important parts of energy saving and emission reduction performance management of the Leaders, and a strategy-oriented energy saving and emission reduction performance management guarantee sub-system, and give a brief description of main contents and establishment process of every sub-system

Research on Power Supply Enterprise Performance Management System Based on Neural Network Algorithm

2014 ◽  
Vol 687-691 ◽  
pp. 2784-2787
Author(s):  
Xiao Qi Duan
Keyword(s):  
Neural Network ◽  
Performance Management ◽  
Power Supply ◽  
Management System ◽  
Evaluation System ◽  
Relevant Literature ◽  
Operating Performance ◽  
Performance Management System ◽  
Financial Perspective ◽  
The Neural Network

The electric power enterprises are closely related to the national welfare and the livelihood of the masses, nowadays are faced with the challenges from monopolistic management to the competition in the market. In this paper, building performance management system based on neural network for power supply enterprises to evaluate operating performance demonstrated the practical value of the model. Based on the summary of private listing performance management system on the basis of relevant literature, from the financial perspective and non-financial perspective of the establishment of private manufacturing listing performance management system, and constructs the neural network based on neural network and model performance evaluation system. Neural network model of the application results show that the neural network in the performance management system application feasibility. From the shareholders' interests, performance management system can improve the operating performance of the related suggestions in the financial and non-financial aspects.

scholarly journals The Performance Evaluation System in Pakistan’s Civil Service

2015 ◽  
Vol 3 (2) ◽  
pp. 81
Author(s):  
Maryam Tanwir ◽  
Azam Chaudhry
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Evaluation System ◽  
Civil Service ◽  
Performance Evaluations ◽  
Present System ◽  
Actual Performance ◽  
Smart System ◽  
Performance Evaluation System ◽  
Bureaucratic Performance

While achieving economic growth anddevelopment are dependent on the performance of the bureaucracy, there is a growing inability in Pakistan to objectivelyevaluate this performance. In this article, we examine performance evaluations systems that can be applied to developingcountry bureaucracies and find that the best system in the Pakistani context is the SMART performance evaluation system. We then analyze the present Pakistani system and compare it to an example of a SMART system and find that the disconnect between the actual performance of the civil service and the measurement of this performance by the performance evaluation report (PER) in Pakistan, has discouraged optimal performance. The article also looks at the perceptions of senior civil servants themselves on what they perceive as the shortcomings of the performance evaluation management system in Pakistan as well as their opinions on a potential SMART performance evaluations system. The article recommends an immediate re-evaluation of the present performance management where the re-evaluation initiatives must be tempered with the realization that the present system has been established not to optimize bureaucratic performance but rather to sustain the present system of patronage and power.

Performance Management System at Gas Company

2010 ◽  
Vol 14 (01) ◽  
pp. 95-115
Author(s):  
A. K. Siti-Nabiha
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Performance Indicators ◽  
Management System ◽  
Evaluation System ◽  
Parent Company ◽  
Performance Management System ◽  
Appraisal System ◽  
Management Processes ◽  
New System

The case is about the implementation of a performance management system (PMS) in ALPHA, a gas processing company. ALPHA is also a subsidiary of a multinational company based in Malaysia. The new performance management system was imposed on ALPHA by its parent company. The PMS integrates the following key management processes, i.e. strategic planning, portfolio management, resource allocation, performance measurement and reporting and executive compensation in the organization. The ultimate aim of the new system is to ensure that the focus of business activities is on economic value creation. At the heart of this system is the use of key performance indicators (KPIs) for each of the management processes coupled with performance targets for all the KPIs. However, there were various implementation problems in the company. The employees had difficulty in formulating their performance indicators. There was also confusion and anxiety among the organizational members regarding the new system, specifically on how it would impact on their performance appraisal. Consequently, most of the employees formulated two sets of indicators, one to be used for their performance appraisal and another indicator for the performance management system, which is not used in their evaluation system. Ms. Marinah, the General Manager of the Finance Division and also the person responsible for the implementation of the new performance management system needs to make a decision as to whether to continue the usage of two sets of indicators for the parent company or to brief the managers again about the usage of value based indicators for their appraisal system.

scholarly journals A Study of Performance Information Use and Credibility in Performance Management Systems: Focusing on the Self-Evaluation System

2015 ◽  
Vol 30 (2) ◽  
pp. 23-45
Author(s):  
Lee Kwang Hee ◽  
Lee Seog Min
Keyword(s):  
Performance Management ◽  
Management System ◽  
Evaluation System ◽  
Information Use ◽  
Performance Management System ◽  
Performance Information ◽  
Performance Management Systems ◽  
Self Evaluation ◽  
Types Of Information ◽  
Near Future

This study aims to identify types of information use in South Korea's performance management system and the level of credibility accorded to these types of information use, along with the factors that affect them. The results show that use of performance measures is passive rather than instrumental and conceptual, while credibility accorded the system is low, and that the main factors that influence the system's use and credibility are leadership commitment and usefulness of information. These findings suggest that the current performance management system in Korea is not being well used and that a change is in order. In particular, external factors, such as reform of the U.S. system, might act as key drivers for change in the near future.

Performance Management at IRD Corporation (B)

2015 ◽  
pp. 1-12
Author(s):  
Vishal Gupta
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Case Series ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Design And Implementation ◽  
Performance Appraisal System ◽  
Depth Study

The Performance Management at IRD Corporation case series is designed to be an in-depth study of performance appraisal in the R&D context. The case series can be used as a platform for discussing the rationale of performance appraisal system, system design and implementation, the differences between R&D and other work contexts (manufacturing, services, etc.), and the challenges involved in R&D management. This case revolves around the Chairman of IRD Corp and his dilemmas, providing an insight to the participants into the challenges of performance management and also R&D management. The series highlights the complex dilemmas associated with managing performance and the necessity of having a new performance evaluation system.

scholarly journals Redefining Performance Evaluation: General Electric, Deloitte and Adobe

2020 ◽  
pp. 1-5
Author(s):  
Milan Jacob Sam
Keyword(s):  
Performance Evaluation ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management System ◽  
Performance Management System ◽  
Traditional System ◽  
Performance Reviews

Performance Management System (PMS) is often used by managers to align the goals of the organization to the goals of their employees, and ensure productivity and efficiency. PMS has always been a crucial function of human resource management. However recent studies have shown that in the long term, the traditional system of performance management damages morale, motivation, teamwork, and stunts creativity and contribution. As a result, companies are doing away with the old ways of performance reviews and are opting for more flexible and efficient processes. This study aims at understanding the deficiencies in the old system and the reasons for adopting more relevant and upcoming trends in the field of performance management.

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