ANP-Fuzzy方法在电力企业绩效考核中的应用研究

本文针对我国电力企业绩效考核指标间具有相互影响关系,且大多定性指标难以精确界定的特点,给出了一种ANP-Fuzzy的综合评价法。首先,建立系统的绩效考核指标体系及具体的考核标准,为考核员工提供规范化的评价框架。其次,设计能够准确反映考核指标间相互关系的ANP网络结构,以此确定具有联系性的指标权重。在此基础上,设计能够精确界定定性指标的Fuzzy多层次评价结构,以此评价具有模糊性的员工绩效。最后,运用Super Decisions软件和Matlab软件,给出了基于ANP-Fuzzy方法的电力企业员工绩效考核实证研究。结果表明,该方法合理可行,能够真实反映员工绩效,并且能够有效区分员工自身不同方面的绩效差异以及员工之间的绩效差异。这对帮助员工发现绩效改进空间,不断提升自身绩效具有明显效果。同时,该方法可以借助软件实现,将其应用于电力企业绩效考核具有较强的操作性。     

Business process re-engineering the supply chain

Common foundations which underlie thinking in the supply chain management (SCM), Business process re-engineering (BPR) and business process improvement (BPI) philosophies are highlighted. The view that BPR is a new concept is argued against by highlighting die work performed in other fields, namely SCM from the systems perspective. It is argued that those who have already implemented the SCM philosophy will have already travelled the same path as BPR and indeed re-engineered their own processes. Once businesses have integrated their supply chain the greatest benefits will have already been achieved, however system dynamics analysis does show significant on-cost differences dependent on the redesign strategy implemented. A generic structured model for SCM is enhanced through this comparison with BPR with the following characteristics being added; do not be afraid to be radical with respect to internal integration and continually search for step change improvement ideas which can be strategically phased in to positively impact the marketplace.     

Implications and Applications of a Behavior Systems Perspective

Improving employee performance in an organization seems to cycle back and forth among six broad approaches. Rather than debate which approach is most effective, the argument is made that each approach is simply one aspect of a larger behavior system. The ultimate answer, then, is to integrate these approaches within an overarching behavior systems perspective. A potential behavior systems perspective is described as well as its implications for employee performance improvement. An expansion of OBM graduate curricula is recommended that includes more diverse improvement strategies.     

Graphic Feedback,Performance Feedback,and Goal Setting Increased Staff Compliance With a Data Collection Task at a Large Residential Facility

Because of budgetary constraints, human service organizations frequently expect consultants to recommend methods to enhance staff performance that require little or no additional funding. The current study utilized a multiple baseline across settings design to evaluate and compare the effects of a single intervention and a packaged intervention including graphic feedback and goal setting on approximately 200 direct care staff as a group, to improve the data collection procedure at a residential treatment facility. The single intervention showed some improvement, whereas the packaged intervention yielded substantial improvements and was maintained.     

The Effects of Attendance-Contingent Feedback and Praise on Attendance and Work Efficiency

Absenteeism continues to be a major problem for large segments of business and industry. Operant procedures have been used successfully to correct this problem, but most programs have used various forms of monetary reinforces. Applied research also has yet to examine the relationship between attendance and employee productivity. The present research uses feedback and social reinforcement to improve attendance, and examines attendance levels as they relate to worker efficiency. The findings of this study suggest that although there might be a slight increase in individual efficiency when absenteeism decreases, the relation between attendance and worker efficiency is not simple.     

前置中频放大器性能的改善

通信机中的收信前置中频放大器 ,其性能的高低将直接影响整机技术指标。但其性能很不稳定。通过多次实验 ,证实其原因为 :晶体管选择不合适 ;屏蔽盒尺寸选择不当。通过实验得出了改善前置中频放大器性能的方法     

西行取经的整体寓意

分析了《西游记》西行取经主题的丰富寓意。认为在整体上，小说于取经开始与结尾反讽性的结构安排，使得取经故事蕴含了“过程大于结果，成佛自在心中”的寓意；西行取经象征一个修行和自我完善的过程；在叙述当中，小说强调了取经人作为一个整体而存在，并通过取经队伍的两次分裂与重合折射出了取经人自我完善的阶段性的飞跃。     

Identifying Dispersion Effects in Robust Design Experiments—Issues and Improvements

The two experimental methods most commonly used for reducing the effect of noise factors on a response of interest Y aim either to estimate a model of the variability (V(Y), or an associated function), that is transmitted by the noise factors, or to estimate a model of the ratio between the response (Y) and all the control and noise factors involved therein. Both methods aim to determine which control factor conditions minimise the noise factors' effect on the response of interest, and a series of analytical guidelines are established to reach this end. Product array designs allow robustness problems to be solved in both ways, but require a large number of experiments. Thus, practitioners tend to choose more economical designs that only allow them to model the surface response for Y. The general assumption is that both methods would lead to similar conclusions. In this article we present a case that utilises a design based on a product design and for which the conclusions yielded by the two analytical methods are quite different. This example casts doubt on the guidelines that experimental practice follows when using either of the two methods. Based on this example, we show the causes behind these discrepancies and we propose a number of guidelines to help researchers in the design and interpretation of robustness problems when using either of the two methods.     

大学生就业的结构性矛盾分析

大学生就业问题是一个社会问题，当前大学生就业不仅是供过于求的问题，还有结构性问题及岗位的供给相对不足问题。解决大学生就业矛盾，首先必须解决劳动力技能培养与社会需求不匹配之间的矛盾。