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
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
Constructing a law-based government is a core element of the comprehensive framework for promoting the rule of law in China, while using evaluation to catalyze growth is in line with the incentive principle of managem...Constructing a law-based government is a core element of the comprehensive framework for promoting the rule of law in China, while using evaluation to catalyze growth is in line with the incentive principle of management studies. Since China started to implement reform and opening up over thirty years ago, rule of law development and organizational evaluation have gone through several stages, each with different characteristics. Efforts to build a law-based government have met with success, but what the country now has is essentially still goal-oriented assessment. At present, this suffers from the lack of a clear goal orientation or definition of functions, an imperfect technical system and unsound motivation mechanisms, not to mention the practical problems of each government department going its own way, duplicating evaluations or being left rudderless. Drawing on a combination of value rationality and instrumental rationality and using government performance evaluation to promote the building of a law-based government not only conforms to the spirit of the rule of law and value rationality in government performance, but also strengthens the role of evaluation as an instrument for organizational management. Therefore, we need to create new evaluation theories, expand public participation, introducing diversified evaluating entities, improve technical systems, strengthen institutional buildup, and foster a performance-based culture. In addition, replacing goal-oriented assessment with performance evaluation will help the emergence of a new discipline--the performance evaluation of rule of law government, thus promoting multidisciplinary efforts to integrate and create new public administration theories in China.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Constructing a law-based government is a core element of the comprehensive framework for promoting the rule of law in China, while using evaluation to catalyze growth is in line with the incentive principle of management studies. Since China started to implement reform and opening up over thirty years ago, rule of law development and organizational evaluation have gone through several stages, each with different characteristics. Efforts to build a law-based government have met with success, but what the country now has is essentially still goal-oriented assessment. At present, this suffers from the lack of a clear goal orientation or definition of functions, an imperfect technical system and unsound motivation mechanisms, not to mention the practical problems of each government department going its own way, duplicating evaluations or being left rudderless. Drawing on a combination of value rationality and instrumental rationality and using government performance evaluation to promote the building of a law-based government not only conforms to the spirit of the rule of law and value rationality in government performance, but also strengthens the role of evaluation as an instrument for organizational management. Therefore, we need to create new evaluation theories, expand public participation, introducing diversified evaluating entities, improve technical systems, strengthen institutional buildup, and foster a performance-based culture. In addition, replacing goal-oriented assessment with performance evaluation will help the emergence of a new discipline--the performance evaluation of rule of law government, thus promoting multidisciplinary efforts to integrate and create new public administration theories in China.
