University's Dynamic Performance Appraisal System Based on Data

Teachers are key participants in universities,and the performance appraisal of teacher is an important part of college work.By analyzing the data of behavior generated by different departments in university,analytic hierarchy process(AHP) is used to establish the preliminary library of performance indicators for teachers,and the correlation among all the performance indicators is inspected by using data mining method at this time.On this basis,a more objective,comprehensive and scientific performance appraisal system is constructed through principal components analysis(PCA),which is more suitable for university itself.Finally,in order to solve the problems existed in current performance appraisal system,a dynamic evaluation model is put forward by regulating the weight of indicator according to the historical data,highlighting the continuity of the system.

Performance Evaluation of Low-Carbon and Clean Transformation of China’s Coal Economy

In China,the oversupply of coal occurred in 2009,and from that year onwards,China’s coal economy began a low-carbon and clean transformation.Evaluating transformation performance is the research goal of this paper.The data collection for this paper includes data on deep processing of Chinese coal products from 2009 to 2020,as well as data on asset structure evolution and financial performance of 34 listed companies in the Chinese coal mining.Entropy value method is used to calculate the entropy value of low-carbon transformation,and the regression analysis is used to study the performance of cleaner transformation,the conclusion is as follows:(1)From 2009 to 2020,in China’s total energy consumption,coal consumption accounted for 71.6%in 2009 and 56.8%in 2020,the goals set by the state have been achieved.(2)The national goal of reducing the proportion of coal consumption and reducing carbon emissions has forced the transformation of deep processing of coal products.The transformation of coal enterprises towards low-carbon and clean production has achieved remarkable results.(3)From 2009 to 2020,the non coal industry income of 34 listed companies in China’s coal mining industry increased by 8.21%annually.At the same time,the asset structure was adjusted,and nearly 80%of the asset structure evolution showed an orderly development trend.(4)The regression analysis results show that the entropy value of coal deep processing products and the entropy value of asset structure adjustment are significantly related to transformation performance.The paper proposes to summarize the successful experience of China’s coal energy economic transformation,lay a foundation for achieving the carbon peak and carbon neutral goals in the future,further increase the intensity of coal deep processing,increase the proportion of clean energy in total energy consumption,and strive to control asset operation towards the goal of increasing the proportion of non coal industry income.

An Organizational Performance Appraisal System Construction Based on Key Elements

In the fierce market competition,enterprises must continuously improve business performance.It is essential to have an adequate control and scientific and reasonable performance evaluation system in order to encourage employees and organizations at all levels to pursue excellent performance,contributing to the development of enterprises.

A Fuzzy Approach for an IoT-Based Automated Employee Performance Appraisal

The ubiquitous Internet of Things (IoT) through RFIDs, GPS, NFC and otherwireless devices is capable of sensing the activities being carried around Industrialenvironment so as to automate industrial processes. In almost every industry, employeeperformance appraisal is done manually which may lead to favoritisms. This paperproposes a framework to perform automatic employee performance appraisal based ondata sensed from IoT. The framework classifies raw IoT data into three activities (Positive,Negative, Neutral), co-locates employee and activity in order to calculate employeeimplication and then performs cognitive decision making using fuzzy logic. From theexperiments carried out it is observed that automatic system has improved performance ofemployees. Also, the impact of the proposed system leads to motivation among employees.The simulation results show how fuzzy approach can be exploited to reward or penalizeemployees based on their performance.

The Effect of Performance Management System on Employee Productivity in Cross-Border E-Commerce Enterprises in China

The aim of the current research was to analyze how the performance management system of China’s cross-border e-commerce enterprises affects employee productivity.The study was guided by the following research objectives:to investigate the performance management system on employee productivity in cross-border e-commerce enterprises in China;to determine the relationship between the performance management system and employee productivity in cross-border e-commerce enterprises in China.The study adopted a quantitative approach to the effects of performance management practices on employee productivity.The dependent variables included performance appraisals,reward systems,and performance feedback,and the implications on employee productivity as the independent variable.The target population is comprised of 400 employees in China’s cross-border e-commerce enterprises.Descriptive statistics were utilized as a data analysis tool.The demographic profiles of the respondents were analyzed using percentages and frequencies.Inferential statistics such as correlation and regression analysis established the relationship between dependent and independent variables.The study recommends that the performance management practices should be optimized to improve employee performance.Performance reviews should be focused on the contributions of the individual employees to meet the organizational objectives.For every possible opportunity,the manager should formally recognize good employee efforts for enhanced work performance.Effective performance management practices that edify appraisal and reward should be used to achieve organization goals and enhance employee productivity.

The Investigation and Research of the Performance Appraisal of R&D Personnel in R Company

Objective To improve the creativity and enthusiasm of R&D personnel in R Company.Methods The status quo of the performance assessment of R&D personnel in R Company was studied through questionnaire and interview survey.Factor analysis and multiple linear regression method were used to find out the core factors affecting the expectation of employee performance optimization,and the regression equation of employee performance optimization was established.Results and Conclusion R&D personnel in R Company have low satisfaction with the current performance appraisal and strong self-actualization needs,so they expect to optimize the performance appraisal.The objectives and key results(OKR),a management goal-setting system,can make up the deficiencies of R&D personnel’s current performance assessment in R Company,which meets their self-realization needs to a greater extent,thus stimulating their productivity.

Research on the Performance Appraisal of Human Resources in Public Institutions

Under the background of economic globalization,the rapid development of the society and the intricate changes also require a leap in the economy and management level.For state-owned institutions,it is of great significance to maximize the enthusiasm of employees and managers as well as establish a scientific and efficient performance appraisal mechanism.This paper analyzes the existing problems and deficiencies of performance appraisal in public institutions and puts forward corresponding optimization countermeasures and plans.

Various Perspectives on Performance Appraisals in the Health Service

Background: The health services are facing many new challenges, including a growing number of elderly patients, and an increasing use of technology in the work place. These challenges might require flexible and reflective conversations with the employees. Aim: This study examines whether some performance appraisals (PAs) are more efficient and more effective than others. The study also shows how some performance appraisals are more suitable for home care and nursing homes in municipal health services. Methods: Two datasets are used: 1) a questionnaire was distributed to a representative sample of 600 health personnel in Norway;and 2) a questionnaire was distributed to a representative sample of 60 employees (test-group: 10 groups;control-group: 30 employees), in pre-test, post-test 1 and post-test 2. SPSS. Findings: Managers are the only ones who receive training in PA techniques (factory perspective). Nurses versus auxiliary nurses experience more frequent dyadic relationships and exchanges in PAs (family perspective). PAs for employees from nursing homes are fairer than those administered to home care employees (jungle perspective). In organizations closest to carnival perspectives, employees participating in group-PAs are more active in the conversations than employees who have individual conversations in PAs. Conclusions: Health personnel involved in PAs experience different effects of the conversational, and employees working as a member of a team in the organization need to experience a high quality of relationships (family), justice (jungle), and participation in group-conversation (carnival) during performance appraisals.

我国三级公立医院绩效考核指标评分方法分析

基于某市三级公立医院绩效考核实践,指出用加权逼近理想解排序法及全国三级公立医院绩效考核评分办法参考说明中推荐的评分方法进行考核存在的问题与不足,并提出改进和优化评分方法的思路,为构建更加科学公正的绩效考核体系提供新的思路和方法。

国家三级公立医院绩效考核非监测指标权重研究

目的 根据上海市的国家三级公立医院绩效考核非监测指标数据,研究国家三级公立医院绩效考核29项非监测指标的权重系数,为提高三级公立医院绩效评价效果提供借鉴。方法 运用专家咨询法与熵权法分别对29项国家非监测指标进行赋权,最终以主客观赋值结合的方法得到权重系数。结果 两种赋权方法的指标对比,人才培养、学科建设等部分的权重系数存在较大差异。结论 根据上海市的绩效考核数据,通过主客观结合的方法建立国家三级公立医院绩效考核非监测指标权重系数有助于其他省市及其他医院开展相关绩效评价,能够更好地促进公立医院按照国家要求高质量发展。

Competence of clinical teachers:A survey on perception of masters of nursing specialist postgraduates, their clinical teachers, and head nurses

Objectives:To explore the current admittance situation of clinical teachers for masters of nursing specialist(MNS)postgraduates and to test the competence of clinical teachers in self-evaluation and other evaluations.Methods:In this cross-sectional study,using a random number table,we chose 80 MNS postgraduates under clinical practice,their clinical teachers,and head nurses each from six hospitals in Hunan and Guangdong.The participants were tested on the basis of the Clinical Teachers'Competence Inventory of MNS Postgraduates.The competences of clinical teachers were evaluated by the three groups of participants.Results:The aggregated scores of teacher competence as evaluated by the MNS postgraduates(181.33±24.95)were lower than those assigned by both clinical teachers(190.75±24.30)and their head nurses(198.53±18.90),with significant differences in all dimensions except for clinical managing ability.The five highest rated items from all participants focused on the teachers'clinical nursing ability,and the five lowest rated items were mainly about their clinical research ability.Conclusion:The evaluation from MNS postgraduates is obviously lower than the self-evaluation of clinical teachers,and all participants are aware of the deficiency in research ability of the teachers.Thus,the admittance and examination of clinical teachers should be controlled strictly.Training should be carried out immediately to strengthen their comprehensive abilities,especially their research ability.

Ranking and selecting the best performance appraisal method using the MULTIMOORA approach integrated Shannon＇s entropy

The selection process of appropriate Performance Appraisal （PA） methods for organizations in today＇s dynamic and agile environments along with its funding scales is a complex problem. Performance appraisal in modem organizations has become a part of the strategic approach toward integrating business policies and human resource activities. The existence of multiple criteria in the decision-making procedure makes finding the optimal PA method more challenging. The current study tackles a PA method assessment by applying a multiple criteria decision analysis method i.e., MULTIMOORA integrated Shannon＇s entropy significance coefficient. A case study on the optimal PA method selection is analyzed by identifying the criteria and alternatives based on the literature and expert comments of the case-study employing two approaches, that is, MULTIMOORA and Entropy MULTIMOORA. The final rankings of the suggested methods are compared to TOPSIS and TOPSIS integrated Shannon＇s entropy methods utilizing correlation coefficients of the final ranks. Eventually, by identifying the optimal PA approach i.e., 360-degree feedback, the selected optimal method employed in the case study and results are demonstrated and described with a comprehensive example.