外文翻译--用港口物流及供应链管理方法来评价港口绩效

外文翻译--用港口物流及供应链管理方法来评价港口绩效
外文翻译--用港口物流及供应链管理方法来评价港口绩效

中文4400字

本科毕业论文外文翻译

外文题目:A logistics and supply chain management approach to port performance measurement

出处:MARIT. POL. MGMT

作者:Khalid Bichou and Richard Gray

原文:

A logistics and supply chain management approach to

port performance measurement

By Khalid Bichou and Richard Gray

MARIT. POL. MGMT

2004VOL. 31, NO. 1, 47–67

ABSTRACT

Although there is widespread recognition of the potential of ports as logistics centres, widely accepted performance measurements for such centres have yet to be developed. The essence of logistics and supply chain management is an integrative approach to the interaction of different processes and functions within a firm extended to a network of organizations for the purpose of cost reduction and customer satisfaction. The logistics approach often adopts a cost trade-off analysis between functions, processes and even supply chains. This approach could be beneficial to port efficiency by directing port strategy towards relevant value-added logistics activities. This paper seeks to show that through conceptualizing ports from a logistics and supply chain management approach, it is possible to suggest a relevant framework of port performance. A proposed framework is tested in a survey of port managers and other international experts.

Introduction

Measures of port efficiency or performance indicators use a diverse range of techniques for assessment and analysis, but although many analytical tools and instruments exist, a problem arises when one tries to apply them to a range of ports and terminals. Ports are very dissimilar and even within a single port the current or potential activities can be broad in scope and nature, so that the choice of an appropriate tool of analysis is difficult. Organizational dissimilarity constitutes a serious limitation to enquiry, not only concerning what to measure but also how to measure. Furthermore, the concept of efficiency is vague and proves difficult to apply in a typical port organization extending across production, trading and service industries.

Ports have an important role to play in the integration of all three types of channel. There are many organizations occupied (or potentially occupied) with logistics and supply chain integration within and around ports, mainly in the role of logistics channel facilitators (ocean carriers, land-based carriers, port operators, freight forwarders, port agents, etc.), but also as public institutions such as Customs authorities. This paper seeks to adopt an approach that incorporates within a valid framework of analysis existing measures of port performance and efficiency, the association of ports with logistics and supply chain management, and appropriate measures of logistics and supply chain management efficiency.

Background literature

Port performance and efficiency

UNCTAD suggests two categories of port performance indicators: macro performance indicators quantifying aggregate port impacts on economic activity,and micro performance indicators evaluating input/output ratio measurements of port operations. In this paper, we focus on the micro level. Various references, particularly UNCTAD monographs, provide a range of port indicators by ratio type and category of operation. There are many ways of measuring port efficiency or productivity, although reducible to three broad categories: physical indicators, factor productivity indicators, and economic and financial indicators. Physical indicators generally refer to time measures and are mainly concerned with the ship (e.g. ship turnaround time, ship waiting time, berth occupancy rate, working time at berth).

Sometimes, coordination with land modes of transport is measured, e.g. cargo dwell time or the time elapsed between cargo being unloaded from a ship until it leaves the port.Factor productivity indicators also tend to focus on the maritime side of the port,for example to measure both labour and capital required to load or unload goods from a ship. Similarly, economic and financial indicators are usually related to the sea access; for example, operating surplus or total income and expenditure related to gross registered tonnes (GRT) or net registered tonnes (NRT), or charge per twenty foot equivalent unit (TEU). Port impacts on the economy are sometimes measured to assess the economic and social impacts of a seaport on its respective hinterland or foreland. The results may be provided in port statistics, e.g. the port of Rotterdam or by research institutes such as ISEMAR in France.

Many ports, particularly those in urban areas, have inadequate land-side connections. Land-side efficiency also needs to be addressed when ways are sought to expand port capacity. Port capacity is difficult to measure or even to define. It is, nevertheless, likely to be easier for a port to make better use of existing capacity rather than subsidize new transport infrastructure. A logistics and supply chain approach may achieve better use of port capacity.

Port activities are usually measured by cargo output or through production functions. In the first case, the assessment of efficiency is based either on the contribution of a single factor productivity to port throughput such as output per worker or output per wharf, or on the measurement of total cargo handling productivity, where performance evaluation equates port operations to the production function. Much empirical research falls under this category and seeks to compare actual output to optimum output using the frontier method.

Review of port literature relevant to logistics and supply chain management.

In the port and shipping literature, few authors have addressed the issue of logistics and supply chain management within ports and across their network of organizations, and many published works adopt a fragmented approach to port operations.Although current literature recognizes the role of ports as integral components of distribution systems, many studies disaggregate total port operations and focus on single or a few elements of port activity. Literature on port logistics has only developed over the last two decades or so, for example

by UNCTAD through a series of monographs on port management and operations, or the World Bank’s‘Port Reform Tool Kit’describing recent trends in port management and suggesting a framework for port reform and development. UNCTAD defines ‘third generation’ports as those offering value-added services (e.g. warehousing, packaging) in addition to cargo handling, and ‘fourth generation’ports as those that are separated geographically but with common operators or administration, such as by global multi-port companies [42]. In an effort to assess the logistics potential of ports, Harding and Juhel distinguish between general logistics services (GLS) and value-added activities or logistics (VAL), with the latter being a common feature of containerised and general cargo. They highlight the increasing role of ports as ‘distriparks’or dedicated areas for both GLS and VAL. They also point out the future of inland logistics centres or dry ports (e.g. inland container depots) for logistics operations that do not need to be carried out in the seaport area.

Much of the literature advocating the future of ports as logistics centres highlights their nodal role in the changing patterns of maritime and intermodal transport (e.g. hub and spoke systems), but overlooks logistics integration of the various activities performed within the port organization itself. Most published articles address separately different aspects of port management (cost-analysis, marketing, strategic planning, etc.) without incorporating them into an integrated logistics framework of customer service, total costs or trade-off analysis. For instance, the question of the total cost that a cargo bears throughout different port operations up to the final customer or user does not appear to have been discussed in the academic literature. The same applies to competitive benchmarking between the management of seaports and that of other entities with similar operational features, e.g. airports or regional distribution centres.

For some, this fragmented approach is mainly due to the complex organizational structure and management of ports, although recent port privatization schemes may have made it relatively easier to apply an integrative logistics approach to port operations. Fleming and Baird consider that the lack of a ‘competitive community spirit’among different port actors (e.g. customs authorities) is largely behind the difficulty of managing activities from a logistics perspective. The complex organizational structure of ports has always been a central issue in most aspects of port management, and probably constitutes the

major obstacle to the development of a comprehensive conceptual framework of port logistics management.

Supply chain management extends the principle of logistics integration to all companies in the supply chain through strategic partnerships and cooperation arrangements. Some regard the next challenge of supply chain management is to manage ‘pliant flows’so as to ensure that all parts of the chain ‘oscillate together’in an holistic fashion. In similar vein, others stress the need for ‘agile’supply chains in order to survive in a rapidly changing global environment. Paixao and Marlow advocate the application of ‘agility’to the port environment, proposing that ports should be proactive rather than reactive along supply chains in a modern globalized world economy.

Review of relevant logistics and supply chain measurements

Many techniques of logistics measurement adopt ratio instruments of financial reporting and productive efficiency. For instance, logistics performance is assessed through productivity and utilization measurement, or by applying the DEA model to international channel productivity. Most of the available logistics measurements correspond to a firm’s internal functions and processes. For example, a report by the European Logistics Association arranges logistics performance measurements into eight groups, but does not organize them into an integrative and comprehensive framework. Measurement techniques that have gained recognition from logistics professionals include activity-based costing (ABC) and total cost analysis (TCA). The former proposes an evaluation of the costs of a firm’s activities based on the actual resources and time consumed to perform them, whereas the latter proposes a trade-off analysis among different internal functions to minimize the total cost, while at the same time maintaining customer satisfaction.The use of TCA is extended to external logistics performance by integrating various flows and processes in the supply chain.

In the area of supply chain management, the academic literature has been less successful in providing valid tools for performance measurement, and most performance measurements have been initiated by practitioners or consultants rather than through academic research. Exceptions include Kaplan and Norton who combine several dimensions of performance measurement. They provide a linear cause-and-effect model claimed to serve both measurement and management objectives. The Supply-Chain Operations Reference

(SCOR) initiative undertaken by the Supply-Chain Council (SCC) attempts to integrate process reengineering, benchmarking, and process measurements into a cross-functional framework. Holmberg’s model proposes a conceptual framework of performance analysis throughout a systems approach to supply chain measurement. Process benchmarking is a technique that proposes the collaboration of all members in the supply chain for the purpose of process comparison and performance analysis. Institutions at the trade channel level can play a valuable and neutral role in benchmarking. Any valid performance model, within a logistics and supply chain management context, should integrate different measures of internal activities and link them to measurement activities of other entities in the supply chain.

Towards a logistics and supply chain approach for ports

From the above discussion, it appears that there may be a methodological difficulty in linking supply chain performance measurements to ports. Traditional port management is often typified by institutional fragmentation and conflict with other members of the logistics channel, whereas the supply chain management philosophy advocates process integration and partnership. A systemic approach to port performance is required. The systems approach should allow a neutral and objective perception of a problem’s definition and investigation, and particularly helps in overcoming the obstacles of channel identification and conflicting standpoints. However, despite successive attempts to apply the systems approach to operational problems in shipping and ports, very few would claim to apply the concept of systems thinking to the whole port organization.

Methodology

Action research

The methodology adopted for this study works within the action research paradigm. Action research is a process suitable where change is the main research subject, and the researcher participates in the change process. It requires a close relationship and collaboration between practitioners and researchers, made possible in the research described in this paper when one of the authors undertook a short-term appointment with the World Bank. Action research is most suitable for technique development or theory building, but is

less suitable for hypothesis testing. Its advantage over traditional survey approaches is that the latter tend to be past-oriented or ‘snapshots’, whereas action research is a forward-looking process with implications beyond the immediate project. Action research is undertaken by using an appropriate intervention technique analogous to experimentation. The technique used in this approach is to present port managers and other experts with a model of port performance for examination and assessment by them, leading to an improved model. This technique is supported by a questionnaire of port managers focusing on performance indicators.

Exploratory investigation into feasibility of port performance model As an exploratory investigation, individuals with different types of expertise related to ports were approached to comment on the relevance and feasibility of the proposed model, shown in figure 3 with covering notes (see appendix). The participants consisted of three panels of experts, namely:

Analysis and results

Questionnaire responses and analysis

The questionnaire investigated current techniques of port performance measurement. The 45 respondent ports confirmed the regular use of combined indicators for both internal and external performance evaluation. As shown in table 2, financial measures are the most commonly used, closely followed by throughput measures for internal performance, whereas productivity and economic-impact indicators become more prominent for external comparison with other ports.

Most ports were not satisfied with the current indicators (see table 3).However, when asked about logistics techniques for performance measurement and management over half of the ports replied that they use them very seldom or never (see table 4).

Although responses may reflect a lack of interest in logistics operations and management, an alternative explanation may be the difficulty in understanding or applying logistics concepts and measurement techniques.

Comments by expert panels on model validity

Figure 3 and the appendix present a model applying logistics and supply chain

management concepts to port performance measurement. The model was sent to and discussed with different participants to assess its validity and feasibility within the context of port operations and management. Responses varied in many aspects, although all considered the model valid as a ‘first initiative’that looks at port efficiency from the perspective of logistics and supply chain management. The following sections present and analyse the responses by each of the three expert panels.

Conclusions

The research aims at conceptualizing the port system from the perspective of logistics and supply chain management, and suggesting a valid framework of efficiency measurement capable of reflecting the logistics scope of port operations and complementing, if not replacing, the conventional methods for port performance measurement and management biased towards sea access. By adopting a structured approach and methodology and involving a range of interest groups, the authors tried to ensure a valid and reliable inquiry given the time and cost constraints.

The results show a common interest in logistics and supply chain management concepts across the various panels of experts. Respondents from the port group showed a lack of familiarity with logistics and supply chain management concepts, especially those related to logistics integration, benchmarking and channel design, although there is common recognition of ports as key logistics and distribution centres.

译文:

用港口物流及供应链管理方法来评价港口绩效

Khalid Bichou and Richard Gray

摘要

尽管港口作为物流中心潜在能力已被广泛的认同,但还没有一个被大家广泛接受的性能测量标准出现。物流与供应链管理本质是通过一种综合性的方法使一个企业的网络组织在不同的流程和功能的相互作用下降低企业成本并且使客户得到满意。物流效率通常是在功能,流程甚至供应链之间采用成本权衡的分析方法计算得出。这种方法通过引导港区的物流发展使经济战略走向增值化,同时还利于提高港口的效率。本文旨在表明,通过把港口物流与供应链管理方法概念化,并提出一个有关港口性能的框架,拟议的框架对港口的管理人员和其他国际专家进行了问卷调查。

简介

港口效率或者性能是通过各种不同的指标来评估和分析的,不过尽管有许多分析工具和手段存在,但是有许多问题出现当人们试图将这种方法应用到一个港口或者码头的时候。因为每一个港口都是不一样的,甚至在一个单一的港口目前的和潜在的范围和性质都是可以发生变化的,所以选择一个适当的分析工具是相当困难的。组织上的相异性严重的限制了资料的查询,怎么来衡量,如何来衡量都是问题。此外,效率的概念是模糊的,难以证明一个典型的港口组织产业已延伸至生产,贸易和服务行业。

港口在参与的三种类型的渠道整合中扮演了一个重要的角色。有许多港口组织和周围机构被物流和供应链占领(或潜在的被占领),主要的物流通道调解者有海运承运人,陆上运输工具,港口经营人,货运代理,港口代理等,而且还有一些海关部门的公共机构。本文试图采用一种方法,通过对港口物流和供应链管理协会的调查,制定出一个能有效分析出现有港口的性能和效率或是物流与供应链管理效率的框架。

背景文献

(一)港口的性能和效率

贸发会议制定了港口的两类性能指标:一类是宏观性能指标评价聚合港口对经济活动的影响,还有一类是微观绩效指标测量港口业务的投入/产出比率。在本文中,我们着重于微观层面。本文将多次提到特别是贸发会议的报告,港口应提供一系列类型和分类经营的指标。虽然测量港口效率或生产率有许多方法,但是一般归结为三大类:物理指标,要素生产率指标,以及经济和金融指标。物理指标一般是指时间上的措施,主要关注的船舶时间(如船舶周转时间,船舶等候时间,泊位占用率,在码头工作时间)。有时,也要协调陆地运输时间来进行测量,比如货物停留时间或者从货物被卸离船舶到它离开港口相隔的时间。要素生产率指标往往把重点放在港口航运方面,例如衡量在船舶上装卸货物所需劳动力和资本的要求。同样,经济和金融指标通常与海洋有关;例如,经营盈余或总收入和毛重或净重相关开支用每20英尺标准集装箱单位(标准箱)手续费支出或20英尺标准集装箱单位(标准箱)收费。港口对经济的影响主要是测量及评估港口对其各自的腹地或者周边区域的经济和社会的影响。要得出结果就要某些相关组织提供港口统计资料,例如鹿特丹港或法国ISEMAR等研究机构。

许多港口特别是城市地区港口大多没有足够的地域连接。因此为扩大港口吞吐能力,土地方面利用效率也需要得到解决。所以港口吞吐能力是很难衡量甚至定义的。尽管如此,不过一个港口良好地利用现有资源比资助新的运输基础设施建设来的容易。物流及供应链的方式的改善可以更好地提升港口吞吐能力。

港口活动的衡量数据通常是指货物的输出量或者港口的生产函数。在第一种情况下,效率的评估要么是基于同一个生产率要素对港口吞吐量贡献值测量,如每个工人的产出或每个码头输出,要么就是计算总货物的装卸效率,因为港口的绩效评估值等同于港口业务的生产函数。许多实证研究属于这一类方法,旨在比较实际输出和最佳输出。

(二)回顾相关港口物流与供应链管理的文献

在港口和航运文学,一些作者已经解决了物流和港口供应链管理的问题,并在他们的组织网络上发表许多作品并且这些作品是适用于那些分散的港口业务。虽然目前的文献承认港口的作用犹如组成部分中的配电系统,但是许多研究大多是专注于港口的分类与业务总量,或是单个或几个港口活动因素。港口物流文学发展了近二十年左右,例如,贸发会议通过了相关港口管理和运营的条例,或是世界银行的港口改革工具包描述了港口管理的最新趋势并提出了对港口改革和发展的框架。根据贸发会议的定义,第三代港口是那些提供增值服务(如仓储,包装)除了货物装卸功能的港口,而第四代港口是那些被分隔两地但是共同经营或管理的港口,如全球性的港口公司。为了评估在物流港口的潜力,Harding和Juhel区分了一般物流服务(GLS)和物流增值服务(VAL),而后者是集装箱和普通货物的共同特点。他们还强调GLS和VAL对分布区或是专用区的港口作用越来越大。他们也指出,在未来的内陆物流中心港(例如内陆集装箱中转站)的物流业务将不需要经

过海港区域。

大部分的文学都认为未来的港口将作为物流中心,并重点讲述了他们在海运和多式联运(如枢纽和发言系统)的变化规律节点上的作用,但是他们忽略了在港口物流中组织本身的各项活动整合。大多数单独发表的文章在不同方面的方面指出港口的管理(成本分析,市场营销,战略规划等)没有纳入客户服务、总成本或权衡分析的综合物流框架之中。例如,关于总成本的问题,一批货物通过不同的港口运输到最后的客户或者是用户自己手上似乎没有在一个学术文献讨论过。这同样适用于竞争性的机构如港口管理和那些具有类似功能的其他经营实体,例如机场或区域配送中心。

一些人片面的认识主要是由于港口复杂的组织结构和管理的原因,虽然最近私有化的港口可能已变得相对容易在申请一个综合性物流港口运作方式上面。弗莱明和贝尔德认为,在不同的港口管理活动(例如海关当局)中缺乏一种竞技的精神是不行的,从物流的角度上看。港口复杂的组织结构一直在港口管理方面是最核心的问题,同时它也有可能是构成一项全面的港口物流管理概念框架发展的最主要障碍。供应链管理延伸至物流一体化的原则是通过密切的战略伙伴关系和合作安排来完成所有公司的供应链流程。有些方面供应链管理的下一个挑战是 '软物流'的管理并且还要确保物流链的所有部分在整体振荡方式中联合。还有其他人强调类似的观点,在一个迅速变化的全球环境中生存,敏捷的供应链是必需的。Paixao和Marlow倡导的敏捷型物流在港口环境中应用,并提议港口应未雨绸缪,而不是在一个全球化的世界经济现代化的环境中随着供应链反应而变化。

(三)物流及供应链的测量

许多物流技术测量采用的是财务报告和生产效率。例如,物流绩效是通过生产力和利用率的测量来进行评估的或是通过应用DEA模型对国际生产力进行评估。大多数现有的物流量测方式是对应于企业的内部的功能和流程的。例如,一个欧洲物流协会要求报告的物流内容分为八个性能组测试,而不组织成一个综合和全面的框架来评估。测量技术已经获得了物流专业人士承认,包括作业成本法(ABC)和总成本分析(TCA)。前者提出了一个公司的活动成本评估应根据其实际消耗的资源和执行的时间测量而后者则根据一个不同的内部功能中权衡分析出最小总成本,同时保持客户满意时间来评估。TCA的使用已扩展到通过整合外部物流供应链中的各种流量和进程中去。

在供应链管理方面,学术文献一直不太成功在提供有效的业绩衡量工具上面,大多数性能测试已开始由从业员或顾问来指导,而不是通过学术研究。在结合绩效评估研究方面卡普兰和诺顿是个例外。它们提供了线性因果关系效应模型并且称其可以同时测量和管理目标。SCOR的倡议是让供应链委员会(SCC)尝试整合流程和基准再造,处理和测量一个多职能框架。霍姆伯格模型的概念框架提出了进行整个供应链系统方法测量的性能分析。流程基准是一种通过在供应链上所有成员的合作,以比较过程和分析性能为目的的技术。在贸易通道上的机构可以在基准测试中发挥宝贵的中立的角色。任何有效的性能模型,在物流与供应链管理方面,应先整合内部活动不同的措施,并将

其链接到在供应链上的其他实体的测量活动中去。

建立一个港口物流与供应链

从上面的讨论看来,把供应链绩效测量联系到港口上去这是困难的。传统的港口管理往往是典型的体制分割型,它与物流渠道的其他成员是冲突的,而供应链管理理念的倡导者应倡导流程的整合和伙伴关系。有系统的测量港口性能方法是必需的。该系统的方法必须允许中立和客观的看法来定义和调查问题,特别是有助于克服道信徒说和相互冲突上的障碍。然而,尽管多次尝试在航运和港口业务问题上运用多种系统方法,但是很少有适用港口组织系统概念思维的出现。

方法论

(一)行动研究法

本文研究工程所采用的方法是行动研究法的范例。行动研究法是一个适合那些主要研究课题多变和那些研究者参与了改革进程的研究方法。它需要从业人员和研究人员之间的密切交流与合作,而本文的作者在世界银行短期工作让其研究成为了可能。行动研究是最适合技术开发或理论建设的,但不适合假设检验。它相比传统的调查方法优点在于后者往往是面向过去的或者短暂时间段的研究,而行动研究是一个对那些前瞻性的过程产生影响的项目。行动研究的开展要使用那些类似实验的干预技术。在这种方法下目前使用的技术是通过港口管理人员和其他专家用港口的性能模型来检查和评估港口效率,并改进模型。港口管理者的那些关注于性能指标的问卷调查使这种技术的实施得到了支持。

(二)探索性调查港口性能模型的可行性

作为一个探索性的调查,个人要与不同类型的相关港口的专业知识进行接触,并提出的相关性和可行性的意见模型,参与者包括三个专家小组。

分析和结果

(一)调查表的答复和分析

问卷调查了当前港口的性能测量技术。参与调查的45个港口证实了要把经常使用的指标相结

合或者把内部和外部的绩效进行评估。如表2所示,财政措施是最常用的,紧随其后的是内部性能吞吐量的措施,而生产力和经济影响指标与其他港口外部相比变得更加突出。

大多数港口均不满意目前的指标。不过,当被问及对物流绩效衡量和管理技术要求时一半以上的口岸管理者回答说,他们很少或从未使用它们。

(二)专家小组评价模型的有效性

图3和附录提出的这种模型适用于港口物流与供应链管理的性能测量。该模型被送往不同的参与者并被他们讨论评估出范围内使用,港口业务和管理方面的具有有效性和可行性。虽然在很多方面有许多不同的反应,但是都认为该模型是一项有效举措,从港口物流与供应链管理运作效率的角度来看。以下各节介绍并分析由三个专家小组各自的反应。

结论

本研究旨在从物流与供应链管理这个角度使港口体系概念化,并提出一个有效的框架能够测量或者反映港口物流业务和港口效率的系统,如果还是应用老系统,那些常规的对港口的性能和管理测量的方法是有偏颇的。作者通过采用结构化方法和方法论,收集了很大范围的利益群体的问卷调查,并试图突破时间和成本的限制以确保调查有效性和可靠性。

结果表明各个小组的专家在物流与供应链管理概念方面都有着共同的兴趣。从港口受访者问卷调查中显示尽管港口作为物流配送中心被共同认可,但是他们对物流及供应链管理的概念不熟悉,特别是那些关于物流的相关整合,基准和通道设计方面。

物流公司绩效考核管理制度

有限公司 员工绩效考核管理制度 1 目的 为全面客观考核评价xx物流员工,帮助员工提高素质能力和工作绩效,推动落实xx物流战略以及各项管理制度和工作计划,特制定本制度。 员工考核是指在一定时期内,公司通过制定有效、客观的考核标准,对员工进行全面、科学、动态地衡量和评定,并对考核结果进行合理运用以激发员工的工作积极性和创造性,提高员工素质和工作绩效的管理过程。 2 适用范围 本制度适用于经理级、主管级、普通员工级(详见《薪酬管理制度》)xx物流所有正式员工,公司部门及中层管理级以上员工考核参照企业管理部发布的《部门绩效考核管理制度》执行,本制度不适用于以下人员: 公司外兼职、特约人员(包括公司技术顾问); 试用期员工; 临时工; 派驻合资公司员工(参见各合资公司绩效考核制度); 长春修配厂与长春分公司仓储部员工(见《修理厂奖金分配 办法》、《仓储部奖金分配办法》)。 3 相关人员职责 职能副总经理职责: 审批员工考核管理制度; 审批员工考核标准。 3.2人事行政总监职责: 审核员工考核管理制度; 审核员工考核标准。 3.3人力资源部职责: 编制和修订员工绩效考核管理制度; 绩效管理工作的组织、资料准备、协调; 审核、汇总和分析绩效考核结果; 受理并组织处理员工考核申诉; 归档和保管员工考核结果。

企业管理部职责: 协助部门负责人进行部门绩效指标分解; 为人力资源部提供部门及高管人员绩效考核结果。 3.5各部门负责人职责: 部门绩效指标分解; 部门绩效计划的实施; 指导员工/下属部门制定绩效计划; 员工工作结果材料的收集和记录; 组织并考核部门员工工作情况; 部门负责人提供部门员工绩效考核结果。 在本岗位工作时间未满一个月的新员工不具有考核资格,直接上级不具备考核资格时,隔级上级负责考核。 4内容 绩效考核内容 季度考核:即季度关键绩效指标的考核,考核季度内关键绩 效指标完 成情况; 年度考核:综合四个季度考核成绩,同时结合能力与态度的 评估,明 确员工是否进行薪酬级别提升、晋升、降职、辞退,同时制定培训与职业发展计划; 员工层的绩效工资与季度考核成绩挂钩,得出的绩效工资发 放系数在 下季度绩效工资发放中体现。 绩效考核用途 了解员工对组织的业绩贡献; 了解岗位的工作重点与评价标准; 为员工的薪酬和奖励决策提供依据; 为员工的晋升、降职、调职和离职提供依据; 为人力资源规划与核心团队建设提供基础信息。 季度绩效考核 4.3.1 员工季度关键绩效指标考核一年开展四次,具体实施时间如下: 第一季度考核时间是4月20日—4月30日;

外文文献-绩效考核管理系统

英文文献及翻译 文献题目An Overview of Servlet and JSP Technology 文献作者Nagle ,Wiegley 题目翻译Servlet和JSP技术简述 参考人 院 (系) 专业班级 学号

1 A Servlet's Job Servlets are Java programs that run on Web or application servers, acting as a middle layer between requests coming from Web browsers or other HTTP clients and databases or applications on the HTTP server. Their job is to perform the following tasks, as illustrated in Figure 1-1. Figure 1-1Web middleware role 1.1 Read the explicit data sent by the client. The end user normally enters this data in an HTML form on a Web page. However, the data could also come from an applet or a custom HTTP client program. 1.2 Read the implicit HTTP request data sent by the browser. Figure 1-1 shows a single arrow going from the client to the Web server (the layer where servlets and JSP execute), but there are really two varieties of data: the explicit data that the end user enters in a form and the behind-the-scenes HTTP information. Both varieties are critical. The HTTP information includes cookies, information about media types and compression schemes the browser understands, and so on. 1.3 Generate the results. This process may require talking to a database, executing an RMI or EJB call, invoking a Web service, or computing the response directly. Your real data may be in a relational database. Fine. But your database probably doesn't speak HTTP or return results in HTML, so the Web browser can't talk directly to the database. Even if it could, for security reasons, you probably would not want it to. The same argument applies to most other applications.You need the Web middle layer to extract the results inside a document.

供应链绩效评价

供应链绩效评价 供应链管理的目标就在于降低整体供应链的物流成本和费用,提高整个供应链的运作效 率,因此全面地分析和评价供应链的运行绩效,就成为供应链管理中十分必要且重要的一环。 本章介绍了供应链绩效管理的含义、及过程,并系统介绍了有关供应链绩效评价的指标体系 以及绩效管理的方法。 第一节供应链绩效管理概述 一、绩效与绩效管理的含义 (一)绩效的含义 绩效是人们在管理活动中最常用的一个概念,是组织非常关心的话题,但对于什么是绩 效、其标准如何、如何衡量等,都存在着多样性的解释。 从管理学的角度看,绩效是组织期望的结果,是在特定的工作职能或活动中产生的有 效输出,包括个人绩效和组织绩效两个方面。 从经济学角度看,绩效与薪酬是员工与组织之间的对等承诺关系,即绩效是员工对组 织的承诺,而薪酬是组织对员工的承诺。 从社会学的角度看,绩效是每一个社会成员按照社会分工所确定的角色来承担的那一 份职责。 综合以上看法,我们认为,绩效是员工在工作岗位上所做的与组织战略相关的、具有 可评估要素的工作行为和工作成果,它体现了员工对组织的贡献和价值。 (二)绩效管理的含义 绩效管理是有效管理员工以确保员工的工作行为和产出与组织目标保持一致,进而促 进个人与组织共同发展的持续过程。绩效管理能够将企业各个部门、各项业务、发展战略和创新技术等有机地结合起来,通过对组织战略的建立、目标分解和业绩评价,并将绩效成绩用于企业日常管理之中,以持续改进员工绩效和组织绩效,实现组织战略和目标。 绩效管理从绩效评价发展而来,但它又不同于绩效评价。绩效评价只是绩效管理中的 一个组成部分,它注重事后的绩效考核。现代的绩效管理是管理者与员工就工作目标和如何 达成工作目标进行协调并达成共识的过程,是一个经过事前计划、事中管理和事后考核等阶 段的连贯的过程,它至少包括以下几个方面的内容:员工应该完成的工作目标;衡量工作绩 效的标准;员工和管理者如何共同努力以完善和提高员工的业绩;指明绩效管理中会遇到的 障碍并寻找解决的方法等内容。 二、供应链绩效管理的含义、特点和作用 (一)供应链绩效管理的含义 供应链绩效管理就是指从供应链整体出发,为综合运用各种先进的技术与方法,开发 供应链系统的各种潜能,顺次完成绩效计划、绩效实施、绩效评价和绩效反馈等过程,以提高供应链整体及其成员绩效而进行的管理。供应链绩效管理的目标是通过对供应链流程的监

我国港口物流发展现状分析

我国港口物流发展现状分析 我国港口物流发展现状分析一.港口物流的含义及发展 港口物流是指中心港口城市利用其自身的口岸优势,以先进的软硬件环境为依托,强化其对港口周边物流活动的辐射能力,突出港口集货、存货、配货特长,以临港产业为基础,以信息技术为支撑,以优化港口资源整合为U标,发展具有涵盖物流产业链所有环节特点的港口综合服务体系。它是一种新兴的物流产业链。其实世界上的港口物流在很早的时候就已开始,只是人们并没有真正的对它形成完整的认识,但随着高新技术及其全球经济一体化的发展,人们对运输有了更高的要求, 港口物流就是在这种情况下应运而生,在20世纪80年代真正成熟的发展起来。 二.我国港口物流的现状 中国自从改革开放以来,随着不断融入世界这一体系后,特别是加入町0后, 经济发展迅猛,为止港口物流也随之引入中国,并发展迅速,且使经济更得到了一定的发展。U前为止,中国沿海规模以上的港口主要有大连、营口、青岛、上海等,并且码头长度、泊位个数和能乘载的重量也在不断加强,例如大连港2010年的码头长度为37563米,泊位为225个,能承载的重量为78万吨级:2011的码头长度就有37855米;泊位有223个,能乘载的巫量为79万吨级别,虽然泊位少了两个,但这并不影响港口物流总体的发展,随着经济的 发展,港口物流还是取得了一定的成绩。以下就是到2011年底中国沿海港口发展的有关数据: (一)、沿海规模以上港口分货类呑吐量 单位:万吨 2010 2011 货物种类合出进合出进 ir 港港计港港总ir 548358 237778 310580 616292 270162 346131 煤炭及制品116258 63856 52402 136949 75729 61221 石油、天然气 60786 20958 39827 63982 21200 42782 及制品 金属矿石93143 18621 74522 101537 19508 82029 钢铁21226 12689 8537 22481 13647 8834 矿建材料33729 11555 22175 38114 13724 24390 水泥3048 849 2199

绩效评估,经济增值和管理行为【外文翻译】

本科毕业论文(设计) 外文翻译 原文: Performance Evaluation, Economic Value Added and Managerial Behaviour 1. Introduction For the past two decades many countries started transforming their economies from traditional protected ones to those of more liberalized, globalised and market driven. This period has also seen the economies becoming more knowledge oriented and Human Resources started assuming more prominence in the growth of the economies and businesses. But this has also posed a greater challenge for companies to acquire and retain talented workforce (especially at the strategic & managerial levels). The knowledge economy also started witnessing the rapid rise of the agency problem- conflict of interest between managers and owners. The managers – in their role as the agents–are expected to act in the best interests of the shareholders (principals). Managers will act in shareholders’ interests only if they have right incentives. So it is very essential to align the interests of the managers and shareholders or at least reduce the difference between them. So we need a measure that on one hand rightly measures the managerial performance so that he managers – with talent and greater mobility- can be suitably compensated (and hence retained) and on the other aligns the interests of the managers and shareholders. For some time now Stock Price was thought to be an ideal measure achieving the above objectives. However stock price has many limitations. We shall discuss the pitfalls of stock price as a performance measure before evaluating some of the traditional performance measures and then introduce Economic Value Added as the right measure of managerial performance 2. Traditional Measures of Managerial Performance

物流公司绩效管理办法

**物流有限公司绩效管理办法 二〇〇X年十二月

目录 第一章总则 (2) 第二章绩效计划 (3) 第三章绩效辅导 (5) 第四章绩效考核 (5) 4.1考核内容 (5) 4.2考核对象与周期 (7) 4.3绩效考核的组织保障 (8) 4.4绩效考核流程 (8) 4.5考核结果的计算 (10) 4.6绩效考核结果的反馈 (11) 第五章考核结果运用 (13) 5.1考核结果运用于员工的教育发展 (15) 附件:职能部门业绩调整系数 (15)

第一章总则 第一条为提高**物流有限公司(以下简称公司)的经营管理水平,实施公司的发展战略和规划,客观、准确地评价公司员工的工作绩效,使企业对员工的使用、奖惩、异动、教育培训及员工职业生涯规划有所依据,并为企业制定相关政策提供信息,促进公司各项工作的开展,确保公司总体目标的实现,制定本办法。 第二条绩效管理的内容与程序包括: (一)制定绩效计划。 (二)进行绩效辅导。 (三)实施绩效考核。 (四)运用考核结果。 第三条绩效管理的基本原则如下: (一)有监督的授权原则。 (二)责权利相统一的原则。 (三)结果和过程并重原则。 第四条公司设立绩效管理领导小组,负责制定和修订公司绩效管理政策、制度;领导和监督公司绩效管理工作;审核绩效考核指标库;审定绩效考核结果和绩效激励方案;裁决绩效考核工作中出现的二次申诉等。绩效管理领导小组组成包括:组长:总经理、党委书记 小组成员:纪委书记、副总经理、财务总监、总经理助理、人力资源部总经理、企划部总经理 第五条人力资源部作为公司人力资源管理的行政机构,在公司绩效管理领导小组的领导下,负责执行绩效管理的日常工作。 第六条企划部在绩效管理领导小组的领导下,负责有关企管奖的考核。 第七条公司为每位员工设计绩效管理手册,绩效管理手册的作用是: (一)使员工能清楚的了解公司的目标、部门的目标和个人的绩效计划。

绩效管理 外文翻译 外文文献 中英翻译

绩效管理外文翻译外文文献中英翻译____________________________________________________________________ ________________________ Performance management-how to appraise employee performance Abstract Performance appraisal is an important content of human resource management in modern enterprises. According to the problems existing at the present stage Chinese enterprise performance evaluation, put forward the improvement measures to improve the performance appraisal. Performance management is the responsibility between managers and employees and improve the communication performance of the ongoing. The partners should understand why they become partners, thereby supporting the work. Performance evaluation is a part of performance management, do not confuse the two Introduction Challenges of performance management Reasons to avoid performance management: Manager: reports and program has no meaning; no time; afraid of conflict; feedback and observation. (performance management, prevent problems in investment in time, ensure the managers have the time to do the thing you should do staff: bad experience; what was about to happen no bottom; do not understand the significance of performance management; don't like received criticism. Criterion two, performance management, organizational success: 1 Factors: coordination among units means,

供应链绩效评价常用指标

供应链绩效评价常用指标 我们将这些指标分成内部绩效评价指标、外部绩效评价指标和供应链综合绩效评价指标三类。 内部绩效评价指标和外部绩效评价指标包括: 1.准时交货率 是指下游供应商在一定时间内准时交货的次数占其总交货次数的百分比。供应商准时交货率低,说明其协作配套的生产能力达不到要求,或者是对生产过程的组织管理跟不上供应链运行的要求;供应商准时交货率高,说明其生产能力强,生产管理水平高。 2.成本利润率 这是指单位产品净利润占单位产品总成本的百分比。在市场经济条件下,产品价格是由市场决定的,因此,在市场供需关系基本平衡的情况下,供应商生产的产品价格可以看成是一个不变的量。按成本加成定价的基本思想,产品价格等于成本加利润,因此产品成本利润率越高,说明供应商的盈利能力越强,企业的综合管理水平越高。在这种情况下,由于供应商在市场价格水平下能获得较大利润,其合作积极性必然增强,必然对企业的有关设施和/或设备进行投资和改造,以提高生产效率。 3.产品质量合格率 这是指质量合格的产品数量占产品总产量的百分比,它反映了供应商提供货物的质量水平。质量不合格的产品数量越多,则产品质量合格率就越低,说明供应商提供产品的质量不稳定或质量差,供应商必须承担对不合格的产品进行返修或报废的损失,这样就增加了供应商的总成本,降低了其成本利润率。因此,产品质量合格率指标与产品成本利润率指标密切相关。同样,产品质量合格率指标也与准时交货率密切相关,因为产品质量合格率越低,就会使得产品的返修工作量加大,必然会延长产品的交货期,使得准时交货率降低。供应链综合绩效评价指标包括: 1.产销率指标 产销率是指在一定时间内已销售出去的产品与已生产的产品数量的比值。产销率指标又可分成如下三个具体的指标: (1)供应链节点企业的产销率,反映供应链节点企业在一定时间内的经营状况。 (2)供应链核心企业的产销率,反映供应链核心企业在一定时间内的产销经营状况。 (3)供应链产销率,反映供应链在一定时间内的产销经营状况。 该指标除了反映产品生产和销售量的比率外,还反映了供应链资源(包括人、财、物、信息等)的有效利用程度,产销率越接近l,说明资源利用程度越高。同时,该指标也反映了供

港口及港口群的现状和发展

港口及港口群的现状和 发展 文件编码(008-TTIG-UTITD-GKBTT-PUUTI-WYTUI-8256)

国际物流阶段论文 ——我国港口群的分布特点及发展问题的探讨 所学专业:物流管理 任课教师:彭东华 所在班级: 学生学号: 学生姓名: 日期:2010年6月2日 摘要 随着经济的逐步发展,我国形成了五大港口群,自北向南依次是环渤海地区、长江三角洲地区、东南沿海地区、珠江三角洲地区和西南沿海地区。 港口群在发挥装卸集装箱船货物的运输功能外,还将参与组织各个物流环节业务活动及彼此之间的衔接与协调,逐步成为全球国际贸易和运输体系中的物流基地。 在新一轮的国际物流竞争中,随着世界海运业的船舶向大型化和超大型化发展趋势,中国五大港口群及内河港口都面临一个前所未有的发展机遇和挑战。 中国沿海所规划的环渤海、长江三角洲、东南沿海、珠江三角洲和西南沿海五大港口群布局,符合我国经济发展的客观需要。政府及相关管理部门出台港口群战略部署,显然各港口群之间首先是分工与协作,其次强调彼此之间的公平竞争。 关键字 港口群、港口物流、港城物流、竞争、合作、发展 目录 一、港口以及港口物流的概念 (04)

二、我国港口发展现状及特点 (04) ㈠、我国港口发展现状 (04) ㈡、我国最近几年港口发展的特点 (05) 三、我国五大区域港口群 (05) 四、五大港口群之间物流合作与竞争体系 (05) 五、我国在港口发展方面存在的主要问题 (06) ㈠、港口物流基础设施方面存在的问题 (06) ㈡、我国港口物流发展中存在的物流系统化问题 (06) ㈢、我国港口物流在软环境建设中存在的问题 (07) 六、我国港口发展应采取的战略和措施 (07) ㈠、建立港城物流合作与竞争体系 (07) ㈡、加快专业人才的培养 (07) ㈢、提高物流系统整体化、规模化程度 (08) ㈣、强化港口物流服务理念 (08) ㈤、五大港口群之间的竞争与合作 (08) 我国港口群问题的探讨 一、港口以及港口物流的概念 港口,作为一个从事货物装卸、搬运、储存以及加工的场所,其生产运作所形成的物流,就称为港口物流。货物的运输方式主要有铁路、公路、水运、航空、管道等,而港口在物流服务链中处于十分重要的位置。港口是一个货物的集散地和各种运输载体的换装点,是水运货物流动的“车站”,它是水路、陆路、铁路等运输的起点和终点。港口物流是一个特殊的物流产业,物流企业的产业分为三个层次:核心产业、形式产业和延伸产业,核心产业是货物的装卸;形式产业就是利用不同的装卸机械设备和安全保障体系的条件下完成对货物的装卸、运输、储

毕业论文绩效管理外文翻译

外文文献原稿和译文 原稿 Performance management - how to appraise employee performance Abstract Performance appraisal is an important content of human resource management in modern enterprises. According to the problems existing at the present stage Chinese enterprise performance evaluation, put forward the improvement measures to improve the performance appraisal. Performance management is the responsibility between managers and employees and improve the communication performance of the ongoing. The partners should understand why they become partners, thereby supporting the work. Performance evaluation is a part of performance management, do not confuse the two Introduction Challenges of performance management Reasons to avoid performance management: Manager: reports and program has no meaning; no time; afraid of conflict; feedback and observation. (performance management, prevent problems in investment in time, ensure the managers have the time to do the thing you should do staff: bad experience; what was about to happen no bottom; do not understand the significance of performance management; don't like received criticism. Criterion two, performance management, organizational success: 1 Factors: coordination among units means, towards a common goal; problem, find the problems, find problems or prevent problems; obey the law, be protected

港口物流行业现状及发展趋势分析

报告编号:1519528

行业市场研究属于企业战略研究范畴,作为当前应用最为广泛的咨询服务,其研究成果以报告形式呈现,通常包含以下内容: 一份专业的行业研究报告,注重指导企业或投资者了解该行业整体发展态势及经济运行状况,旨在为企业或投资者提供方向性的思路和参考。 一份有价值的行业研究报告,可以完成对行业系统、完整的调研分析工作,使决策者在阅读完行业研究报告后,能够清楚地了解该行业市场现状和发展前景趋势,确保了决策方向的正确性和科学性。 中国产业调研网https://www.360docs.net/doc/3b18680076.html,基于多年来对客户需求的深入了解,全面系统地研究了该行业市场现状及发展前景,注重信息的时效性,从而更好地把握市场变化和行业发展趋势。

一、基本信息 报告名称: 报告编号:1519528 ←咨询时,请说明此编号。 优惠价:¥6750 元可开具增值税专用发票 咨询电话: Email: 网上阅读: 温馨提示:如需英文、日文等其他语言版本,请与我们联系。 二、内容介绍 港口物流是指中心港口城市利用其自身的口岸优势,以先进的软硬件环境为依托,强化其对港口周边物流活动的辐射能力,突出港口集货、存货、配货特长,以临港产业为基础,以信息技术为支撑,以优化港口资源整合为目标,发展具有涵盖物流产业链所有环节特点的港口综合服务体系。港口物流是特殊形态下的综

合物流体系,是作为物流过程中的一个无可替代的重要节点,完成整个供应链物流系统中基本的物流服务和衍生的增值服务。 港口物流本身也是一个综合体系,它包括信息化、自动化、网络化等层面的内容。港口有很多新的理念在发展,提升物流服务能力也是港口发展的一个新理念。现代服务业趋势是将在我们国家的经济中占据愈发重要的地位。我国各大港口非常重视港口物流信息系统的建设,通过采用先进的通信技术、计算机网络技术和物流技术将港口、海关、边检、海事等部门与银行、保险等金融企业的信息系统互连,为制造业、贸易、物流企业和船代、货代、报关等中介机构提供贸易、采购、物流、仓储、电子通关等“一条龙”服务。 从这几年的经营业绩来看,码头上市公司净利润尽管保持增长,但净资产收益率指标持续下滑。随着港口行业建设向大型化、专业化方向发展,未来我国港口发展都面临着转型升级。一方面,港口绿色发展以及港城一体化将是长期趋势;另一方面港口行业也在尝试着向物流供应链、上下游产业以及围绕码头业务相关领域进行延伸。 中国港口物流行业现状调研分析及市场前景预测报告(2015年版)对我国港口物流行业现状、发展变化、竞争格局等情况进行深入的调研分析,并对未来港口物流市场发展动向作了详尽阐述,还根据港口物流行业的发展轨迹对港口物流行业未来发展前景作了审慎的判断,为港口物流产业投资者寻找新的投资亮点。

绩效考核外文文献及翻译

绩效考核外文文献及翻译 外文文献 1.Performance appraisals - purpose and how to make it easier Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. His or her line manager appraises each staff member. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization. Annual performance appraisals enable management and monitoring of standards, agreeing expectations and objectives, and delegation of responsibilities and tasks. Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning. Performance appraisals also typically feed into organizational annual pay and grading reviews, which commonly also coincide with the business planning for the next trading year. Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development. Job performance appraisals - in whatever form they take - are therefore vital for managing the performance of people and organizations. Managers and appraises commonly dislike appraisals and try to avoid them. To these people the appraisal is daunting and time-consuming. The process is seen as a difficult administrative chore and emotionally challenging. The annual appraisal is maybe the only time since last year that the two people have sat down together for a meaningful one-to-one discussion. No wonder then that appraisals are stressful - which then defeats the whole purpose. Appraisals are much easier, and especially more relaxed, if the boss meets each of the team members individually and regularly for one-to-one discussion throughout the year. Meaningful regular discussion about work, career, aims, progress, development, hopes and dreams, life, the universe, the TV, common interests, etc., whatever, makes appraisals so much easier because people then know and trust each other - which reduces all the stress and the uncertainty. Put off discussions and of course they loom very large. So don't wait for the annual appraisal to sit down and talk. The boss or the appraises can instigate this. If you are an employee with a shy boss, then take the lead. If you are a boss who rarely sits down and talks with people - or whose people are not used to talking with their boss - then set about relaxing the atmosphere and improving relationships. Appraisals (and work) all tend to be easier when people communicate well and know each other. So sit down together and talk as often as you can, and then when the actual formal appraisals are due everyone will find the whole process to be far more natural, quick, and easy - and a lot more productive too. 2.Appraisals, social responsibility and whole-person development There is increasingly a need for performance appraisals of staff and especially managers, directors and CEO's, to include accountabilities relating to corporate responsibility, represented by various converging corporate responsibility concepts including: the “Triple Bottom Line”; c orporate social responsibility (CSR); Sustainability; corporate integrity and ethics; Fair Trade, etc. The organization must decide the extent to which these accountabilities are reflected in job responsibilities, which would then

如何进行物流绩效管理

如何进行物流绩效管理 世界级的公司已经脱离了那种只局限於物流部门内部,通过对简单功能性指标进行分析来衡量物流绩效方法,他们总是站在公司整体及供应链的角度,制定和部署物流战略,通过公司对渠道联盟的业绩来衡量和控制物流绩效,监督物流资源的配置情况。 一、绩效管理的定义 绩效管理,顾名思义是解决让无形资産有效的创造价值的问题,它针对的是知识、技能和人的管理。绩效管理既是企业典型的人力资源管理问题,又是企业战略管理(Strategic Management)的一个非常重要的有机组成部分。绩效管理强调的是对过程的监控,通过对行动过程中各项指标的观察与评估,保证战略目标的实现。它不是基於目标的管理 (Management-by-Objective,MBO),而是基於事实的管理 (Management-by-Fact,MBF)。因此绩效管理的出现,使得企业战略已不再是企业决策层少数几个人的任务,成爲从CEO到每一位员工所有人的事。二、绩效管理理念框架 目前被广泛应用的绩效管理框架主要是关键业绩指标法(Key Performance Indicator,KPI)平衡计分法(Balance Scorecard,BSC)在我国国内,尤其在我国的物流、物流相关企业运用不多。

KPI的精髓,是指出企业业绩指标的设置必须与企业的战略挂鈎,其“关键”两字的含义即是指在某一阶段一个企业战略上要解决的最主要的问题。例如处於超常增长状态的企业,业务迅速增长带来企业的组织结构迅速膨胀、员工队伍极力扩充、管理及技能短缺,流程及规范不健全成爲制约企业有效应对高增长的主要问题。解决这些问题便成爲该阶段对企业具有战略意义的关键所在,绩效管理体系则相应地必须针对这些问题的解决设计管理指标。 根据赫兹伯格的“激励.保健”理论,我们可以把现有的KPI指数分爲协调、管控与激励两类。协调与管控部分指的高层管理采用何种管理措施与部门直接互动(包括流程的严谨度、时间的分配、管理重点等),一般包括“人力资源计划/流程”、“财务管控与计划/流程”、“营运管控与计划/流程”,可以直接用考评结果衡量;而“奖励”、“机会”、“价值观与信念”属於激励部分,指的是高层管理爲激发整体管理团队所采取的明确激励措施,一般不好考评。 根据我国物流企业的机构设置、物流组织定位,及国外物流公司的最佳实践,物流绩效的管理最好是建立在以物流能力爲核心,以供应链成本和最终客户满意度的灵敏性分析爲基础,公司於物流部门的绩效考核。具体的衡量体系可以由三部分组成:供应链物流能力考核、公司物流绩效考核以及物流部门绩效考核。 三、供应链物流能力考核

相关文档
最新文档