Medical examination is the use of modern physical and chemical methods, laboratory technology, medical equipment for clinical diagnosis and treatment, provide a reference. In vitro diagnostic medical devices (IVD) known as the medical testing equipment in addition to early and accurate diagnosis, as well as effective monitoring of patient treatment. "Medical Technology" is a very professional industry knowledge and application of the medical laboratory is through the manufacturers to develop transferred to the medical practitioners, industrial and information technology improved rapidly in recent years, resulting in the medical inspection of product innovation; as knowledge economy era, the diversification of customer needs, business risk increases, more intense market competition, companies want to stand out in a competitive environment, it is necessary to construct their own core competence in order to create competitive advantage. Operators to think about how to find, identify the core competitiveness of the way, helping the enterprise training, consolidation, application and conversion of the core competitiveness in order to obtain sustainable competitive advantage. In this study, on the one hand through literature, to understand the definition of the core competence, type and resolution; the other hand, the AHP method, defined in accordance with the core competence of literature, characteristics, and characteristics of the industry of medical testing equipment industry made the questionnaire,expert questionnaire, and a successful visit to the case of high-end decision-making management of mid-level management and senior grassroots cadres of 20 experts, to discuss the company's core competence of medical testing equipment. According to the results: the core competence of the medical testing equipment industry in order (1) after-sales service, (2) professional and executive power, (3) high-end quality of decision making, (4) Product Marketing, (5) Management capabilities, (6) network capacity, (7) human Resource Management, (8) product competence, (9) organizational culture, (10) logistics Management, (11) Brand / goodwill (12) market coverage.

Abstract Due to the development and proliferation of information and communication technologies, people¡¦s daily lives are indispensably relied on these tools. Based on concepts of safety, energy conservation, convenience, and comfort, intelligent buildings¡¦ designs have gradually become the main stream of the present and future architectures. Taiwan introduced the idea of the intelligent building since 1989. With the push of the automatic idea of the building, the security and surveillance systems integrators had become the new popular industry and the competition of the industry is more and more fierce. Understanding the key successful factors objectively is important of making administrative decision to security and surveillance systems integrator managers. In view of this, this research adopts the expert focus group interview and analytic hierarchy process theory. The author interview 10 high-level experts of the security and surveillance systems integrators and 10 customer experts of intelligence building traders to develop a set of the key success factors appraisal procedure to the security and surveillance systems integrators for intelligent buildings. Based on enterprise factor, staffs factor, and products factor, the author calculate the ranks and weights of the criterion and sub-criterion of the key successful factors. This can offer the security and surveillance systems integrator managers for intelligent buildings to make administrative decision. The study chooses three companies as an example to do empirical study, and compares their advantage and performance of the key successful factors. The result of study finds as follows. In criterion, the most important is produce factor, the less is staffs factor, and the end is enterprise factor. In sub-criterion, the most important is staff's professional ability technology, the less are price, products diversification, and customize degree. In ranks and weights, the last are productions separately, organized scale, and popularity and impressions. The conclusion can offer the security and surveillance systems integrator managers for intelligent buildings to make administrative decision.

With the extension of the World Wide Web, more than 7 million new pages being exploited each day, the problem of information overload due to a large number of coping, spreading and sharing causes the decreasing information quantity, diverse format of information and low quality of information. More researchers research what methods including search and recommendation can help users gather the critical topics. Whatever methods use historical purchasing or browsing data to find the proper information usually, can not considering all attributes affecting decision results. Therefore, the research uses Analytic Hierarchy Process belonging Multiple Critical Decision Theory to develop recommendation system. Providing a single, easy understand model, using hierarchic structuring reflecting the nature tendency of the mind, considering all attributes affecting decision results, Analytic Hierarchy Process takes into consideration the relative priorities and select the best alternative. Furthermore, it can show the subjective consciousness of the user in a structure way and assist designer to determine a more rational and conformable judgment. Based on Analytic Hierarchy Process, the commerce recommendation system expects to help user to find more satisfactory merchandise. It is found that the recommendation system using Analytic Hierarchy Process finds the accurate products for user and gets the higher satisfaction. However, the operation satisfaction is not higher that rank-based but still in available and satisfaction scope.

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There are a lot of complicated factors affecting the success of an Enterprise Resources Planning (ERP) project. These factors can be divided into controllable and uncontrollable ones. For instance, the schedule management, the allocating resources and the method of implementation are controllable. Once the ERP system and vendor are decided and unchangeable, the ERP itself will become the uncontrollable factor. Unless we abandon the ERP project and restart it again, otherwise the project must proceed and go on continuously. If ERP system is suitable for the enterprise, the degree of customization can be reduced. However the customization is the most significant factor that delays implementation schedule and increase more cost than budget. If the functions of ERP system do not fit the requirements of an enterprise it will cause the extreme large degree of customization. To select an adequate ERP system fit for company¡¦s functions is the first step towards the success of ERP project, and further improve the performances of enterprise with ERP system. The most important key is to choose an industry-specified ERP system and to implement it actively, but little research focuses on it. This study emphasizes the concept of an industry-specified ERP system, using flat steel industry as the research object and considering the process of implementation of ERP system. We take account of the major dimensions and critical modules of ERP system during the selection period. This paper expects to provide flat steel industry an objective method for selection of critical functions and needed modules. It can help flat steel industry choose the most applicable ERP system effectively, and increase the probability to implement ERP successfully. Finally, some suggestions were provided for ERP system vendors to consider the requirements of different types of industries, especially the flat steel industry.

Paper industry in Taiwan is mainly focused on domestic demand. Its production and sales not only are related to economic growth but also serve as an index of a nation¡¦s economic situation. Due to the business model of this industry, production line workers compose the majority of employees of the enterprise. So production supervisors play a very important role in the effectiveness of first-line worker management and improvement of operation procedures. Therefore, production supervisors in Taiwan paper industry are focused as the subject of this research. The purpose of this study is to propose, by applying Analytic Hierarchy Process (AHP), an approach to construct Performance Evaluation Indicators and weights. Specific suggestions for the construction and modification of Performance Appraisal system for paper industry in Taiwan will also be made. The research method includes literature review and references made to industrial practice, by which performance appraisal criteria for production supervisors were drafted. Further, expert survey on the evaluation system in use was carried out among members of Taiwan Paper Industry Association. Based on the data gathered from the questionnaire survey, analysis of importance and the AHP approach were applied to construct the structure and weights of the Performance Appraisal Criteria for production supervisors. Also, validation was made in a manufacture of the paper industry. Empirical examination supports the practicality and fitness of the structure of this Performance Evaluation System. Finally, analysis results were concluded into suggestions for administrative practice and future studies. Findings of this research are as follows: I. Performance Appraisal Criteria and weights The Performance Appraisal Criteria includes the following three constructs: 1. Work achievement (Weight : 0.4092) ; 2. Professional capacity (Weight : 0.3383); 3. Work behavior and attitude (Weight : 0.2525). II. Secondary Performance Appraisal Criteria and weights 1. ¡§Work achievement¡¨ construct includes the following 6 items: (1) Occupational safety (Weight: 0.1598); (2) Product quality (Weight: 0.0739); (3) Cost control (Weight: 0.0536); (4) Discipline (Weight: 0.0409); (5) Production capacity (Weight: 0.0408); (6) Equipment utilization efficiency (Weight: 0.0400). ¡@2. ¡§Professional capacity¡¨ construct includes 6 items: (1) Executive skills (Weight : 0.0549); (2) Leadership (Weight : 0.0512); (3) Resourcefulness (Weight : 0.0423); (4) Professional knowledge and skills (Weight : 0.0404); (5) Interpersonal relationship skills (Weight : 0.0323); (6) Strategy-making (Weight : 0.0314). ¡@3. ¡§Work behavior and attitude¡¨ construct has 7 sub-items: (1) Teamwork and cooperation (Weight 0.0676); (2) Integrity (Weight 0.0577); (3) Responsibility (Weight 0.0545); (4) Proactivity (Weight 0.0439); (5) Cost-consciousness (Weight 0.0434); (6) Professional attitude (Weight 0.0403); (7) Self-control (Weight 0.0309).

A Study on Applying Analytic Hierarchy Process to Technician Performance Evaluation for the Paper Industry Abstract The papermaking business is one of the primary industries closely associated with people¡¦s livelihood. Its growth that shows a positive relationship with both Gross National Product and the education index serves as a major indicator of the economic progress and cultural level of a nation. For decades, with domestic economic growth and increment of national income, prosperity has been brought to the Taiwan Paper Industry. However, under the great impact from the society in recent years, enterprises with inappropriate business management and inferior performance may be struggling for survival, or even have been eliminated. In face of such challenges, to work out an approach to exert the maximum effect of human resources by employing an effective system for performance management to further enhance the competence of the organization has become an urgent issue for enterprise managers and human resource management professionals. Due to the skill-intensive feature of the paper industry, the performance evaluations of technicians who play a decisive role in the organizations are obviously significant. Analytic Hierarchy Process is adopted in this study in an attempt to discuss the critical elements of the technician performance evaluation for the paper industry and construct a hierarchical appraisal system, expecting to provide managers of the paper industry with an appropriate evaluation method to facilitate performance management. The achievements attained in this study are as follows: 1. Discussions on the present conditions of the performance evaluation for the paper industry. 2. Construction of the hierarchical appraisal system for technician performance evaluation. 3. The relative weights of the performance evaluation indicators with Analytic Hierarchy Process are applied. 4. The substance and significance of the performance evaluation indicators and relative weights. (1) Work achievement is a key factor to determine the quality of a technician. (2) Loyalty to the organization has received much attention, which facilitates innovation and improvement for the minorities. (3) Active professionals will be favored and valued. 5. Empirical applications. Three suggestions are proposed for the enterprises: (1) Constitute items and contents of the performance evaluation. (2) Integrate the performance evaluation into Human Resource Management. (3) Combine with the Human Resource Information System (HRIS).

Fuzzy Analytical Network Process (fuzzy ANP) is a helpful approach for the selection cooperative R&D projects developed by firms in collaboration with government. A technical committee for Industrial Technology Development Program (ITDP) in Taiwan regularly evaluates and decides proper public subsidiary of cooperative R&D projects. In this paper, we first discuss important decision criteria and establish decision model for ITDP projects selection. We apply fuzzy ANP to integrate decisions of members in the technical committee. In addition, we use simulation to analyze how decisions of technical committee change. Our results indicate that scientific & technology merit criterion is most important considered in overall technical committees. Besides that, the project execution is more important criteria than potential benefits and project risk in ITDP selection. Generally speaking, the paper reveals below results: (1) the fuzzy ANP is an appropriate method in multi-criteria technology R&D projects selection; (2) the decisions of technical committee will change under different decision risk and different risk attitude; (3) the interviews of technical committee indicate that ITDP is very important policy for improvement firms¡¦ R&D abilities.

To assist hotel manager better human-resources practices implement and enhance organization performance, the purpose of this study is to identify the key factors of performance appraisal for restaurant employee in the hotel industry. Starting from reviewing related references and interviewing industry experts to collect information both in theory & actual practice, an indicators list has developed in consensus as result of the first phase. Main factors and sub-factors have identified through AHP process and the weightings as well. Analysis is based on expert questionnaire, which 100 delivered to managers or supervisors of restaurant in hotel, and 26 are valid. The conclusions of the study are listed as below, 1. Established indicators list by reviewing related references, theories and experts interview which consisting 21 key indicators as most suitable indicators for restaurant employee in hotel industry. 2. Personal characteristic indicator is the main factor of performance appraisal in hotel industry identified by the study, followed are result oriented factor and behavioral factor. 3. Established assessment weighting system for the main and sub-indicators by using AHP. 4. Developed a new performance appraisal form for hotel management as a reference, which each indicator consist different weighting of assessment.

The hospitality industry is a service industry of multiple arts. Despite the various scales of hotels, they all aim at the same goal ¡V to provide various services to satisfy the demands of the public in the aspects of food, clothing, shelter, transportation, and entertainment. ¡§Human¡¨ is the most important resource of the hospitality industry, and the master of utilizing and manipulating other resources in this industry. But in practice, the performance of ¡§human¡¨ is volatile and unstable, so it is hard for managers to persistently maintain the service standard for a long term. In other words, in the service industries such as hotels, the improvement of service quality hinges on the management of employees¡¦ behaviors before they interact with clients. Thus, if performance management can be properly implemented, the employees can understand the correct service indices and provide satisfactory services to the clients. However, whether an enterprise has reasonable performance management indices and systems, the evaluation result and effectiveness are closely correlated. Therefore, this study aimed to provide a reference standard that the hospitality industry could use to evaluate their reception clerks and the clerks could use the evaluation model as a goal they work for, in hope of enhancing the competitiveness of the both parties. In the procedure of the research, the first stage was based on literature reviews to organize and analyze the performance indices for evaluating reception clerks in the hospitality industry. In the second stage, an interview with professional managers of the industry was conducted to verify the indices and hierarchy levels. At last, Analytic Hierarchy Process (AHP) was applied to derive the weight of indices for evaluating the reception clerks and establish a performance evaluation model for reception clerks in the hospitality industry. In terms of the derived weights, among the 3 constructs, ¡§work achievement¡¨ had the highest weight ratio, taking up as high as 42%. As a result, the property of a hotel reception clerk¡¦s work heavily relied on work achievement. According to the service characteristics of the hospitality industry, as the reception clerks were the most front personnel to contact and serve clients, their service quality, professional ability, problem-solving ability, and etc. would be promptly presented to the clients and represent the company in clients¡¦ first impression. So they were of high importance. This study also verified the application of the study results to the practice. Thus, in addition to building a ¡§Reception Clerk Performance Evaluation Scale¡¨ with derived indices and weights, the researcher also sought the assistance of managers of a hotel to conduct the empirical study. The results also showed that the study was in accordance with the current situation and could be practically applied to the industry. And in the survey, it was found that performance evaluation systems were not prevalent among the surveyed hotels. Less than 30% of the hotels implemented the evaluation system. Thus, if performance appraisal operations could be effectively implemented in the industry to reinforce management and motivate employees, it was believed that the overall business performance could be enhanced and the competitiveness of the industry could be strengthened too.