利用数据仓库技术对企业内部积累的大量历史数据以及可能得到的外部信息进行分析和挖掘,提取有价值的信息,帮帮管理人员分析业务状况、预测市场,作出正确的决策。《业绩价值管理系统》(Performance Value Management System,简称PVMS)...利用数据仓库技术对企业内部积累的大量历史数据以及可能得到的外部信息进行分析和挖掘,提取有价值的信息,帮帮管理人员分析业务状况、预测市场,作出正确的决策。《业绩价值管理系统》(Performance Value Management System,简称PVMS)以数据仓库的方法理论和实现手段,以银行核心系统为主要数据源,综合计算收益、成本、风险,从四个角度——产品、机构、客户群、服务渠道考核银行经营业绩。展开更多
Corporate Performance Management （CPM） system is an information system used to collect, analyze, and visualize key performance indicators （KPIs） to support both business operations and especially strategic decisio...Corporate Performance Management （CPM） system is an information system used to collect, analyze, and visualize key performance indicators （KPIs） to support both business operations and especially strategic decisions. CPM systems display KPIs in forms of scorecard and dashboard so the executives can keep track and evaluate corporate performance. The quality of the information as shown in the KPIs is very crucial for the executives to make the right decisions. Therefore, it is important that the executives must be able to retrieve not only the KPIs but also the quality of those KPIs before using such KPIs in their strategic decisions. The objectives of this study were to determine the role of the CPM system in the organizations, current data and information quality state, problems and perspectives regarding data quality, as well as data quality maturity stage of the organizations. Survey research was used in this study; a questionnaire was sent to collect data from 477 corporations listed in the Stock Exchange of Thailand （SET） on January, 2011. Forty-nine questionnaires were returned. The results show that about half of the organizations have implemented CPM systems. Most organizations are confident in the information in CPM system, but information quality issues are commonly found. Frequent problems regarding information quality are information not up to date, information not ready by time of use, inaccuracy and incomplete. The most concerned and frequently assessed quality dimensions were security, accuracy, completeness, and validity. When asked to prioritize, the most important quality dimensions are accuracy, timeliness, completeness, security, and validity respectively. In addition, most organizations concern about data govemance management and have deployed such measures. This study showed that most organizations are on level 4 on Gartner＇s data governance maturity stage in which data governance is concerned and managed, but still not effective.展开更多
In this paper,we theorize about the impacts of human resource management（HRM） practices on enterprises＇ performance in Abidjan（Cote d＇Ivoire）.Specifically,we emphasize the correlation between HRM practices and t...In this paper,we theorize about the impacts of human resource management（HRM） practices on enterprises＇ performance in Abidjan（Cote d＇Ivoire）.Specifically,we emphasize the correlation between HRM practices and the perceived enterprise performance.A factor analysis of different HRM practices was utilized.The exploratory factor analysis on the HRM practices for managerial employees revealed three HRM dimensions：employee development,feedback systems,and pay/organization.A separate factor analysis for HRM practices for non-managerial employees led to the same conclusions.These three factors resemble those obtained in previous empirical study and discussed in the theoretical HRM literature.Therefore,the relationship among these three HRM dimensions and their relationship with enterprise performance was examined in the present study to facilitate comparison between managerial and non-managerial employees in the Ivorian context.展开更多
文摘利用数据仓库技术对企业内部积累的大量历史数据以及可能得到的外部信息进行分析和挖掘,提取有价值的信息,帮帮管理人员分析业务状况、预测市场,作出正确的决策。《业绩价值管理系统》(Performance Value Management System,简称PVMS)以数据仓库的方法理论和实现手段,以银行核心系统为主要数据源,综合计算收益、成本、风险,从四个角度——产品、机构、客户群、服务渠道考核银行经营业绩。
文摘Corporate Performance Management （CPM） system is an information system used to collect, analyze, and visualize key performance indicators （KPIs） to support both business operations and especially strategic decisions. CPM systems display KPIs in forms of scorecard and dashboard so the executives can keep track and evaluate corporate performance. The quality of the information as shown in the KPIs is very crucial for the executives to make the right decisions. Therefore, it is important that the executives must be able to retrieve not only the KPIs but also the quality of those KPIs before using such KPIs in their strategic decisions. The objectives of this study were to determine the role of the CPM system in the organizations, current data and information quality state, problems and perspectives regarding data quality, as well as data quality maturity stage of the organizations. Survey research was used in this study; a questionnaire was sent to collect data from 477 corporations listed in the Stock Exchange of Thailand （SET） on January, 2011. Forty-nine questionnaires were returned. The results show that about half of the organizations have implemented CPM systems. Most organizations are confident in the information in CPM system, but information quality issues are commonly found. Frequent problems regarding information quality are information not up to date, information not ready by time of use, inaccuracy and incomplete. The most concerned and frequently assessed quality dimensions were security, accuracy, completeness, and validity. When asked to prioritize, the most important quality dimensions are accuracy, timeliness, completeness, security, and validity respectively. In addition, most organizations concern about data govemance management and have deployed such measures. This study showed that most organizations are on level 4 on Gartner＇s data governance maturity stage in which data governance is concerned and managed, but still not effective.
文摘In this paper,we theorize about the impacts of human resource management（HRM） practices on enterprises＇ performance in Abidjan（Cote d＇Ivoire）.Specifically,we emphasize the correlation between HRM practices and the perceived enterprise performance.A factor analysis of different HRM practices was utilized.The exploratory factor analysis on the HRM practices for managerial employees revealed three HRM dimensions：employee development,feedback systems,and pay/organization.A separate factor analysis for HRM practices for non-managerial employees led to the same conclusions.These three factors resemble those obtained in previous empirical study and discussed in the theoretical HRM literature.Therefore,the relationship among these three HRM dimensions and their relationship with enterprise performance was examined in the present study to facilitate comparison between managerial and non-managerial employees in the Ivorian context.
