Exhibition performance should be evaluated from different perspectives of stakeholders.The benefits of each stakeholder can not be satisfied when evaluating the exhibition performance from a single perspective or only...Exhibition performance should be evaluated from different perspectives of stakeholders.The benefits of each stakeholder can not be satisfied when evaluating the exhibition performance from a single perspective or only evaluating the economic performance of the exhibition.In this paper,the stakeholders are defined on the basis of questionnaire investigation and classified by mathematical statistical method.According to the requirements of the stakeholders,the exhibition performance appraisal indicators are extracted and simplified by factor analysis,which leads to the formation of a set of performance appraisal index system.It is an instructive attempt to work out the exhibition performance appraisal model from the perspective of stakeholders,which may provide theoretical foundation and practice instruction for exhibition performance appraisal in our country.展开更多
Application of Balanced Scorecard （BSC） is not so successful in China in the past few years. This paper is to represent how the company Sichuan Ertan Industrial Corporation （SEICO）, design performance evaluation s...Application of Balanced Scorecard （BSC） is not so successful in China in the past few years. This paper is to represent how the company Sichuan Ertan Industrial Corporation （SEICO）, design performance evaluation system to improve its efficiency and effectiveness and satisfy customers＇ needs with the help of BSC principles and methodology. It is found from this case study that the key steps to design performance evaluation system are to： （1） link strategy and performance measurements at company-level; （2） decompose them into all the members in all the units at all the levels of that company; and （3） tie them to an incentive plan. Those steps have not been detailed in publications by Kaplan and Norton.展开更多
Non-normality in asset returns is now a common feature of financial markets. However, many practitioners as well as investors do still refer to classic risk adjusted performance measures to assess their investment. Fo...Non-normality in asset returns is now a common feature of financial markets. However, many practitioners as well as investors do still refer to classic risk adjusted performance measures to assess their investment. For example, Sharpe and Treynor ratios are designed for a Gaussian world. Then, employing them for a performance assessment prospect relative to the risk borne is a biased approach. If we look for consistency in risk assessment and in asset performance valuation, we need to look for robust methods or tools. Moreover, the well-known mathematical consistency and numerical tractability concerns drive our preference for simple methods. Under this setting, we propose to account in a simple way and to some extent for the skewness and kurtosis patterns describing the deviations from normality. We adjust therefore the classic Sharpe and Treynor ratios to asymmetries in the downside and upside deviations from the mean values of asset returns. Specifically, the adjusted Sharpe and Treynor ratios are weighted by the upside and downside deviation risks. Accounting for skewness and kurtosis changes generally the ranking of hedge fund performance. Moreover, the obtained adjusted performance measures capture well the skewness and/or kurtosis patterns in hedge fund returns depending on the targeted investment strategy展开更多
Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human reso...Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.展开更多
This paper mainly makes a performance evaluation for the industrial structure adjustment of the industrial enterprises, establishing a set of evaluation index system. It uses the mathematics statistics knowledge and m...This paper mainly makes a performance evaluation for the industrial structure adjustment of the industrial enterprises, establishing a set of evaluation index system. It uses the mathematics statistics knowledge and management knowledge to establish a scientific and operable performance evaluation model for the industrial structure adjustment of the industrial enterprises. Based on the model, it can make a performance evaluation for the internal industrial structure adjustment of the industrial enterprises and also it can evaluate the performance of the industrial structure adjustu^ent of different industries.展开更多
Based on job analysis for the permanent departments of construction enterprises, by combining KPI assessment method and 360-degree evaluation method, this article establishes a set of human resource performance evalua...Based on job analysis for the permanent departments of construction enterprises, by combining KPI assessment method and 360-degree evaluation method, this article establishes a set of human resource performance evaluation indicator system; by determining indicators＇ weights and evaluators＇ grading weights through analytic hierarchy process （AHP）, offering a kind of dynamic computing method for performance evaluation, and tightly linking the evaluation result to employees＇ personal interests, this article builds up a set of scientific performance evaluation system. This article takes the engineering department of construction enterprises for example to explain the calculation and application of performance evaluation result. This article provides construction enterprises with a method reference for human resource performance evaluation.展开更多
文摘Exhibition performance should be evaluated from different perspectives of stakeholders.The benefits of each stakeholder can not be satisfied when evaluating the exhibition performance from a single perspective or only evaluating the economic performance of the exhibition.In this paper,the stakeholders are defined on the basis of questionnaire investigation and classified by mathematical statistical method.According to the requirements of the stakeholders,the exhibition performance appraisal indicators are extracted and simplified by factor analysis,which leads to the formation of a set of performance appraisal index system.It is an instructive attempt to work out the exhibition performance appraisal model from the perspective of stakeholders,which may provide theoretical foundation and practice instruction for exhibition performance appraisal in our country.
文摘Application of Balanced Scorecard （BSC） is not so successful in China in the past few years. This paper is to represent how the company Sichuan Ertan Industrial Corporation （SEICO）, design performance evaluation system to improve its efficiency and effectiveness and satisfy customers＇ needs with the help of BSC principles and methodology. It is found from this case study that the key steps to design performance evaluation system are to： （1） link strategy and performance measurements at company-level; （2） decompose them into all the members in all the units at all the levels of that company; and （3） tie them to an incentive plan. Those steps have not been detailed in publications by Kaplan and Norton.
文摘Non-normality in asset returns is now a common feature of financial markets. However, many practitioners as well as investors do still refer to classic risk adjusted performance measures to assess their investment. For example, Sharpe and Treynor ratios are designed for a Gaussian world. Then, employing them for a performance assessment prospect relative to the risk borne is a biased approach. If we look for consistency in risk assessment and in asset performance valuation, we need to look for robust methods or tools. Moreover, the well-known mathematical consistency and numerical tractability concerns drive our preference for simple methods. Under this setting, we propose to account in a simple way and to some extent for the skewness and kurtosis patterns describing the deviations from normality. We adjust therefore the classic Sharpe and Treynor ratios to asymmetries in the downside and upside deviations from the mean values of asset returns. Specifically, the adjusted Sharpe and Treynor ratios are weighted by the upside and downside deviation risks. Accounting for skewness and kurtosis changes generally the ranking of hedge fund performance. Moreover, the obtained adjusted performance measures capture well the skewness and/or kurtosis patterns in hedge fund returns depending on the targeted investment strategy
文摘Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.
文摘This paper mainly makes a performance evaluation for the industrial structure adjustment of the industrial enterprises, establishing a set of evaluation index system. It uses the mathematics statistics knowledge and management knowledge to establish a scientific and operable performance evaluation model for the industrial structure adjustment of the industrial enterprises. Based on the model, it can make a performance evaluation for the internal industrial structure adjustment of the industrial enterprises and also it can evaluate the performance of the industrial structure adjustu^ent of different industries.
文摘Based on job analysis for the permanent departments of construction enterprises, by combining KPI assessment method and 360-degree evaluation method, this article establishes a set of human resource performance evaluation indicator system; by determining indicators＇ weights and evaluators＇ grading weights through analytic hierarchy process （AHP）, offering a kind of dynamic computing method for performance evaluation, and tightly linking the evaluation result to employees＇ personal interests, this article builds up a set of scientific performance evaluation system. This article takes the engineering department of construction enterprises for example to explain the calculation and application of performance evaluation result. This article provides construction enterprises with a method reference for human resource performance evaluation.
