Performance-based Evaluation System Research Articles

Application-based big data development framework for health sciences libraries.

The study is a part of a student research project on performance-based evaluation of big data application in health sciences libraries. It presents a theoretical framework of the performance-based evaluation system for health institutes' libraries in the digital environment. The health sciences libraries' systematic approach was judged based on the five main components (data culture, organisational infrastructure, responsibilities, skills and technology competence) of big data analytics (BDA). A comprehensive literature review of the published studies was undertaken related to BDA, including the diffusion of innovation theory, and the theoretical background of the technology acceptance model to produce an application-based big data development framework for the health sciences libraries. The application-based evaluation model integrates BDA in health sciences libraries for improving library services and performance. The study proposed a need for skilled professionals with the knowledge and experience both professionally and technically. Finally, the study proposed a model that will help to measure the organisation's ability to analyse vast amounts of data to empirically validate the association concerning big data analysis and analytical practices in health libraries.

항공사 객실승무원이 지각하는 성과주의 문화가 조직냉소주의와 조직시민행동에 미치는 영향 : 가족탄력성의 조절효과

This study was aimed at examining the relationship between performance-based culture and organizational cynicism that airline cabin crews perceive, as well as the effects of organizational cynicism on organizational citizenship behavior, and finally deducing the moderating variables that can adjust the relationship between these two variables. As the result of empirical analysis, it was found that the management of goals on the basis of performances lowered the organizational cynicism and the performance-based evaluation system increased organizational cynicism, through which decisions for performance-based promotion were not statistically significant. In addition, higher levels of organizational cynicism reduced organizational citizenship behavior, and family resilience was found to play the mediating role between these two variables. Accordingly, in order to increase the quality of service and competitiveness of airlines, there is a need to manage the organizational cynicism and organizational citizenship behavior of cabin crews through improvement as a proper performance-based culture. In addition, through the disclosure that family resilience is an important factor that imparts affirmative effects on organizational citizenship behavior by reducing organizational cynicism, it has been discerned that airlines need to develop a wider range of means of enhancing family consultation services and family resilience.

THE MODEL OF PERFORMANCE BASED EVALUATION OF CIVIL SERVANTS IN VIETNAM

The performance-based evaluation and payroll systems for government employees formed in the late 1980s in many developed countries. Survey results on strategic human resource management in the 29 OECD countries show that these systems are applied based on individual performance evaluation and one third of OECD countries have developed a performance management system for senior civil servants. This article introduces legal regulations and the application of the performance-based evaluation model for civil servants in Vietnam.The author uses analytical method to justify the significant implications that the research poses in the improvement of the civil servant management regime in Vietnam. The author focuses on researching and clarifying status of the evaluation work after the Law on Cadres and Civil Servants came into force in 2010, points out the shortcomings and causes to formulate renovation and improvement proposals. At the same time, expert method is used by the author to seek advice from managers and experts on human resources management and related issues, identifying the prerequisites for applying the performance-based evaluation system in Vietnam.The author also uses sociological survey method, questionnaire form for civil servants working in four-level authorities. At central level, there are Ministries, including the Ministry of Home Affairs, the Ministry of Health, the Ministry of Labor, Invalids and Social Affairs, the Ministry of Finance, the Ministry of Justice, the Ministry of Agriculture and Rural Development, Ministry of Natural Resources and Environment, the Office of the Government, the State Bank, the State Audit; Localities include provinces: Hai Duong, Ninh Binh, Bac Giang, Hung Yen, Cao Bang, Quang Ninh, Quang Nam, Hue, Daklak, Daknong, and cities under central control: Ha Noi, Hai Phong. The surveyed localities are selected on the basis of ensuring representative for localities with urban and rural characteristics; delta and mountainous areas. Results of this survey support the analysis and evaluation of the situation part.

Performance, Herding, and Career Concerns of Individual Financial Analysts

Using a new database of stock recommendations with substantially expanded coverage of brokerage firms and individual analysts, I examine the performance of portfolios recommended by individual analysts. The analysis allows a more accurate measurement of analyst performance with extensive risk adjustments. I show that at the aggregate level, analyst portfolios generate significant abnormal returns. Individually, a large number of analysts significantly outperform risk-adjusted benchmarks and there are at least twice as many analysts who significantly outperform as analysts who significantly underperform benchmarks. Abnormal performance is generated mainly within a narrow event window from two trading days before the recommendation date to five trading days later, with no significant post-event return drift. In addition, analyst performance improves with the number of recommendations issued, the number of stocks covered, and the size of their brokerage firms. However, performance declines as their coverage goes beyond 12-13 stocks. All-American analyst ranking of Institutional Investor cannot predict analyst performance. Moreover, analysts career concerns have significant impact on their behavior. Analysts with more reputation capital at stake recommend less risky portfolios and deviate less from the herd. Analyst behavior is also predictable on the basis of several other characteristics. Furthermore, I provide evidence for the current debate on how to reform analyst compensation. I find although the II all-star ranking is significantly related to performance, it is affected more by recognition factors and reputation factors. Its capacity to serve as a performance-based evaluation system for analyst compensation is quite limited.

The Revolution in Welfare Administration: Rules, Discretion & Entrepreneurial Government

This paper examines the tremendous changes in the administrative structure of the welfare system that have occurred since 1996. The new administrative model emerging from welfare reform eschews reliance on rules and instead invests ground level agency personnel with substantial discretion. This shift redistributes power between welfare recipients and administrators. Central authorities continue to maintain control by channeling the discretion that ground level officials exercise in order to achieve particular outcomes. This channeling takes place through a variety of means, including performance based evaluation systems and efforts to redefine the institutional culture of welfare offices. These techniques are part of a broad trend in public administration that seeks to make government agencies function like entrepreneurial organizations. This new model raises serious questions of public accountability. In the new system of welfare administration, critical policy choices are reflected in incentive and evaluation systems rather than formal rules. As policy decisions are made in ways that are less visible, there are fewer points of public input. Moreover, in the new regime the efficacy of administrative hearings as a means of holding agencies accountable to recipients is diminished. The paper suggests several possible means of facilitating public participation and fair treatment. It concludes by urging that scholars, policy makers and advocates focus their attention on developing new mechanisms to provide effective public participation in administrative policy making and implementation in this area.

Performance Based Evaluation Systems Under Total Quality Management

Many firms are moving toward closer relationships with key suppliers to support total quality management (TQM) and just‐in‐time (JIT) systems. Because these systems dictate closer working relationships with suppliers, supplier evaluation systems will also undergo changes. This article focuses on these changes.Evaluation systems under TQM/JIT must be broader in scope and oriented toward proactive problem solving and continuous improvement. They will be characterized by short‐ and long‐term improvements jointly selected by both parties.These propositions are supported by a case study at a large corporation that successfully implemented TQM/JIT. Results indicate that the firm improved its supplier evaluation and selection process. These improvements led to increased customer satisfaction and lower costs. Improvements realized in the evaluation process were accomplished through the increased use of data, customer and supplier input, and feedback from the purchaser. Finally, the case study reviews the broader evaluation measures used in a TQM/JIT system.