企业绩效管理问题探讨

绩效管理是对管理者和员工的行为与结果进行统一管理的系统,是一系列充分发挥每个员工的潜力,提高其绩效,并通过将员工的个人目标与企业战略相结合以提高组织绩效的过程,其目的是持续提升个人、部门和组织的绩效.本文就绩效管理在企业生产计划与控制中的作用谈谈几点看法.     

河北省乳制品加工业发展政策研究

河北省是乳业大省,乳制品加工业经过近年来的行业整顿,企业经营管理水平和乳制品质量安全水平明显提高。2014年河北省乳制品产量328.95万t,位居全国第一。但河北省本土乳制品加工企业发展并不乐观。笔者利用产业组织理论SCP分析框架,对河北省乳制品加工业的市场结构、市场行为、市场绩效分别进行了分析,并对该行业市场结构决定市场行为、市场行为决定市场绩效的相互关系进行综合分析。提出扶持本土企业品牌,打破市场垄断;支持本土乳企开发特色产品,引领市场消费;鼓励技术创新,提高市场绩效;引导养殖环节联合建厂,创新产业组织模式等相关政策建议。     

中国奶业组织模式研究（三）

7乳品企业对奶业发展模式的选择与影响 中国奶业的发展进入了一个转型的关键时期，本文从制度变迁和交易费用的视角，研究中国乳品企业产业化组织模式的变迁、选择行为和发展路径。乳品企业作为一个独立的市场主体，以追求自身的利润最大化为目标，其行为方式也遵循理性人的假设前提，企业在对产业化组织模式做出选择时，也有着自身的约束条件。     

浅论绩效管理的应用

正绩效管理是一个循环过程,在这个过程中,它不仅强调达成绩效结果,更通过目标、辅导、评价、反馈,重视达成结果的过程。绩效管理的关键是使员工掌握正确的做事方式、方法,使员工行为规范化、职业化的过程。它侧重于建立行为标准或规范,强调完成绩效目标过程中的行为必须符合这种标准或者规范,通过对员工行为的比较和评估,推断出员工的工作绩效。一、为什么需要绩效管理1.企业为什么需要绩效管理。(1)组织目标的牵引与传递。(2)组织目标分解与责任承担。(3)沟通与授权:传达对员工的工作期望,各项工作的衡量标准以及工作权责。     

浅论绩效管理的应用

<正>绩效管理是一个循环过程,在这个过程中,它不仅强调达成绩效结果,更通过目标、辅导、评价、反馈,重视达成结果的过程。绩效管理的关键是使员工掌握正确的做事方式、方法,使员工行为规范化、职业化的过程。它侧重于建立行为标准或规范,强调完成绩效目标过程中的行为必须符合这种标准或者规范,通过对员工行为的比较和评估,推断出员工的工作绩效。一、为什么需要绩效管理1.企业为什么需要绩效管理。(1)组织目标的牵引与传递。(2)组织目标分解与责任承担。(3)沟通与授权:传达对员工的工作期望,各项工作的衡量标准以及工作权责。     

煤化工企业绩效管理的实施及改进问题研究

无论企业处于何种发展阶段,企业竞争力的提升将直接依赖于企业的绩效管理,因而企业进行绩效管理是非常必要的,推行绩效管理是企业发展的必然。只有正确对待绩效管理的作用,从企业实际情况出发扎扎实实推行绩效管理工作,组织和个人的绩效才会逐步提升,企业竞争力最终才能得到提高。     

饲料制造企业社会责任与经济绩效关系研究

企业作为一种社会组织，不仅要对盈利负责，也要承担相应的社会责任。不同行业，企业履行的社会责任（CSR）对经济绩效的影响不同。饲料业是我国主要产业之一，文章以2011—2020年深沪上市A股饲料业企业为研究样本，获取11家企业数据，实证结果发现，企业社会责任与企业经济绩效显著正相关。考虑到11家企业均属于制造业，样本扩大到制造业企业，实证结果发现，企业社会责任与企业经济绩效呈显著正相关。文章从企业社会责任的3个维度分析对饲料制造企业经济绩效的不同影响，以期为饲料制造企业的发展提供参考。     

试论动物防疫行政违法责任人的认定

根据《动物防疫法》等有关法律、法规规定，各级动物防疫监督机构对实施违反动物防疫行政管理秩序行为的公民、法人或者其他组织，可以处以行政处罚。但是，由于法人和其他组织的形式非常复杂，公民亦有责任有无或大小的不同，动物防疫监督机构在实施行政处罚时就需要查明、认定应当承担法律责任的违法责任人。笔者认为，准确认定违法责任人需要注意以下６个方面的问题。１雇佣关系问题在具有雇佣合同或协议关系的情况下，被雇用人按照雇主的要求所实施的行为，该行为能否得到实施一般取决于雇主。所以这种情况一般应认定为雇主的行为，所产…     

PDCA循环对优化饲料企业供应链的研究探讨

我国饲料产量保持高度增长，已连续九年稳居世界第一，饲料企业也从无到有、从弱到强并以供应链的形式逐渐发展起来。近年来，饲料企业供应链在组织管理、信息共享、物流成本等方面依然存在问题，在一定程度上影响饲料企业供应链的整体绩效。PDCA循环是一种具有普遍适用性、反复优化和持续改进特点的质量管理方法，本研究尝试将PDCA循环原理和供应链管理思想相结合，设计基于PDCA循环的饲料企业供应链流程，并通过实证分析，借助质量改进的“新、老七种工具”，研究PDCA循环对优化饲料企业供应链整体绩效的影响。 [关键词] PDCA循环|饲料企业|供应链管理|质量改进工具     

浅议高校教师绩效评价

教师绩效是高校发展战略目标的具体化,高校教师在教育教学过程中,通过不断知识的更新和创造来完成学校发展战略目标.这是一个相当复杂的过程,主要通过教师的行为来表现.因而,研究者将教师的绩效定义为教师在教育教学过程中表现出来的与教育教学目标相一致的行为,将教师的行为作为教师评价的核心内容.有更进一步的研究则将教师的绩效分为任务绩效和关系绩效,认为教师对教学过程的监控与调节是任务绩效的内容.教师的工作主动性、责任感、创造性等则是关系绩效的内容.教师关系绩效中的一些行为属于隐藏行为,是难以量化和评估的,而有效的绩效评估,要集中对于那些对于教育目标的实现真正有效的行为和结果.从这一角度来看,高校教师德绩效即是:教师在实现教育教学目标过程中表现出来的可以定性描述的行为和取得的可以定量测量的成果.通过对高校教师德教育教学行为和结果的同时评估,达到对高校教师的业务水平、工作表现、工作成绩全面检查评价的目的.     

饲料加工企业内控评价指标体系的构建及其应用研究

面对日益复杂的竞争形势,饲料加工企业需要加强内控管理。为了评价内控体系的有效性,通常寻找一些评价指标形成体系对内控进行评价。本文提出构建内控评价指标体系需要一些前提,包括对关键环节的识别、评价原则的确定等,在指标选取中,至少应涵盖公司层面、业务层面、财务层面和合法合规层面的指标。内控评价体系构建后,需要有组织保障和制度保障,并且需要不断改进完善。 [关键词] 饲料加工企业|内部控制|评价指标体系|风险管理     

基于财务精细化下对饲料企业财务绩效管理研究

财务绩效是财务管理和决策对实现生产经营目标和最终经营业绩的贡献.财务绩效是资金来源配置、资产管理和成本控制效果的综合反映.对于公司来说,管理人和企业投资人共同关注的问题是企业金融管理.财务管理绩效指标评估通常是公司财务绩效管理过程中的一个重要核心内容,其通过科学的财务指标和方法,客观、真实地评价企业的财务贡献.随着我国...     

Assessment of ridden horse behavior

Assessments of the behavior of ridden horses form the basis of performance evaluation. The purpose of any performance being evaluated will determine the factors considered important, factors indicative of “poor” performance, and what makes a successful equine athlete. Currently, there is no consistent objective means of assessing ridden horse behavior, and inevitably, given the different equestrian disciplines, the likelihood of a universal standard of good and bad performance is remote. Nevertheless, to protect the welfare of the ridden horse regardless of its specific role, we should strive for consensus on an objective means of identifying behavioral signs indicative of mental state. Current technological developments enable objective evaluation of movement patterns, but many aspects of the assessment of ridden behavior still rely on subjective judgment. The development of a list of behaviors exhibited by ridden horses, a ridden horse ethogram, will facilitate recording of observable behavioral events. However, without objective evidence of the relevance of these behavioral events, such a resource has limited value. The aim of this review was to investigate potential sources of such evidence and relate these to the assessment of ridden horse behavior. The current and potential contribution that further objective measures can make in this process is evaluated. We believe that the only way to improve the welfare of the ridden horse is by objectively identifying behavioral signs that indicate that the horse is either comfortable or uncomfortable with the activity in which it is participating. After there is clear evidence to support this, appropriate adaptation of performance criteria in all disciplines can proceed along with alignment in training systems that ensures a mutually positive experience for both horse and human partners.     

Levels of continuing veterinary medical education program evaluation: assessing a course on dairy reproductive management

There are four different levels of continuing education program evaluation: participant perceptions of the program or course; participant competence with new skills, knowledge, and abilities; participant performance or change in behavior; and health care or client outcomes, such as resultant changes in patient care or herd/flock production performance. The purpose of this article is to describe different levels of evaluation and demonstrate some methods used in evaluating a continuing veterinary medical education (CVME) course in dairy reproductive management. Participants' learning needs were assessed using learning stage theory and a pre-test of knowledge. Post-program assessments included a test of knowledge, a satisfaction survey, a commitment to change, and self-reported behavior change. The results of the evaluation indicate that self-reports of learning needs do not necessarily reflect actual needs and that satisfaction with a course does not necessarily indicate behavior change. Providers of CVME must recognize the value of program evaluation, as well as the advantages and disadvantages of different evaluation methods.     

信息化背景下饲料企业财务预算管理研究

信息化趋势给饲料企业现阶段经营和发展带来了新的机遇,饲料企业在不同发展阶段匹配不同类型的财务预算管理模式。从财务预算管理功能层面考虑,预算可以有效降低企业面临的市场风险,提高内部管理效率,确保经营目标的顺利实现。信息化背景下,财务预算管理过程包括相关信息采集、全面预算编制、预算执行与调整、预算评价及考核等几个环节,其中动态化地修正预算方案及有效地预算执行监督与绩效考评,是财务预算管理的核心工作。此外,从制度建设、组织管理、体系优化和技术更新等视角全面保障预算的顺利执行,也是饲料企业全面预算管理的重要内容之一。 [关键词] 信息化|饲料企业|财务预算管理|绩效考评     

工商管理创新与饲料企业转型发展关系研究

随着社会的发展、产业技术的进步与市场经济环境的变化,饲料企业需要进行转型。工商管理创新对于饲料企业转型具有重要意义。我国的饲料企业发展现状中存在着一些工商管理问题,影响了其转型。本文深入分析了饲料企业的发展现状和企业转型中存在的工商管理问题,阐述了工商管理创新与企业转型之间的联系,探讨了强化两者关系的途径和利用工商管理创新深化饲料企业转型升级的对策。     

奶牛反刍行为的智能化监测方法及其应用研究进展

奶牛养殖业是我国国民经济的重要组成部分。如今，传统养殖模式已不能满足现代化养殖需求，以信息技术为支撑的精细化养殖成为未来发展的趋势。奶牛的反刍行为与生产性能、繁殖性能、应激反应以及疾病等因素密切相关，监测奶牛个体反刍行为能够及时掌握其健康状况，对于提高奶牛养殖水平起着至关重要的作用。本文从奶牛反刍行为的定义、反刍行为监测内容、智能化监测方法及其应用三个方面进行综述，以期为奶牛反刍行为监测的应用提供理论依据。 [关键词] 奶牛|反刍|智能化|监测     

高校院系的科研绩效评估模型和计量体系研究

借鉴企业管理绩效评估方法，探索并建立针对高校院系特点的科研绩效评估模型和计量体系，为高校院系在科研投入及成果产出等全方位管理中提供量化依据。分析高校院系绩效特征，引入企业人力资源管理中效益、效率观和绩效评估法，结合高校院系现状，在标化人力资源和时间投入、量化科研产出的基础上，设计一套适合高校院系科研绩效考核的评估体系。该体系能较为科学地评估高校院系科研团队的科研成效、核心竞争力及研究潜力，为高校科研管理提供方法。     

Perspectives on academic veterinary administration

It is important for veterinary administrators to apply knowledge bases from other fields to their own unique administrative needs. For example, although some resources are written for business managers, the discussions of four key management competency areas, guidelines for mastering these skills, organizational assessment tools, and other self-help tools may provide interesting food-for-thought for veterinary administrators.(76) In developing their own administrative styles, administrators should seek to apply those principles that seem to intuitively fit with their personal research styles, work situations, managerial styles, administrative preferences, and unique organizational culture. Through strengthening their liaisons with community and university business programs, counseling agencies, employee assistance programs, and psychology researchers, administrators can continue to be exposed to and benefit from new paradigms for consideration in veterinary medical environments. Through these liaisons, the unique needs of veterinary medical environments are also communicated to individuals within the fields of psychology and business, thus stimulating new research that specifically targets veterinary medical environment leadership issues. Each field has unique contributions to help veterinary administrators work toward creating veterinary medical environments that are creative, energetic, visionary, pragmatic, and highly marketable in order to help administrators recruit and nurture the best and brightest veterinary researchers, teachers, and clinicians.     

Response of a veterinary college to career development needs identified in the KPMG LLP study and the executive summary of the Brakke study: a combined MBA/DVM program, business certificate program, and curricular modifications

In the present market, veterinarians with a strong background in career development, practice management, and business skills have a clear advantage in achieving financial success. Although there is ample evidence that the scientific and clinical skills of veterinary college graduates are high, there are also data that suggest that additional capabilities in the business realm may promote greater economic success. As noted in the KPMG executive summary, the field of veterinary medicine must make changes in its "current business practices and attitudes" to be successful in the future. Furthermore, the KPMG study found that 36% of industry employers reported that some jobs within their companies had specific job requirements that were not met by a veterinarian with only a veterinary medical degree. The areas of additional training most often cited included business, administration, personnel management, sales and marketing, and financial skills. Yet, Lewis and Klausner found that veterinarians reported challenges in the business realm, such as "how business works and how business goals are translated into action. This challenge held true for veterinarians in industry, academia, government, and private practice." The present gender trends in the field of veterinary medicine provide additional impetus to make career development and business skills training more prevalent. Presently, women comprise >65% of the veterinary student population and approximately 45% of all practicing veterinarians. In some areas of practice, the rate is much higher. For example, in 2002, women comprised 48.2% of all small animal exclusive private practitioners. Unfortunately, the KPMG study found that female veterinarians in private practice report lower self-evaluation of business management and financial skills, compared with their male cohorts. Female veterinarians in nonprivate practice report lower self-evaluation in communication, personnel management, business management, and marketing skills than that reported by males. As a result of these pressing needs, CSU CVMBS has undertaken a major initiative to improve the veterinary practice management and business skills training of veterinary students by offering a variety of options to gain this knowledge: a combined MBA/DVM degree program, a Business Certificate Program for Health Professions, and core curriculum courses. In this way, students can select the amount of focus they want to place on career development and business skills as they earn their DVM degree, to best ensure that they become successful veterinarians.