Since 2002 Central Personnel Administration carried out the performance bonus management system at administrative departments, the opposite opinions have never died out. The most controversial point is that it is believed this system suits private enterprises more than administrative departments. For years, academic papers have focused more on comparative studies between Taiwan and other countries, or between government institute and private enterprises, but there are only few on different units within public administrative departments. Public schools, in particular, have more difficulties in enforcing and have less aspiration to enforce the system. The purposes of this study are to explore the predicaments and tentative resolutions of public schools. This study apply literary and documents to analyze the differences between administrative departments and public schools. By doing so, the researcher explore the predicaments of public schools and propose possible resolutions to every problem. The methodology is as follows: first, introducing the enforcement process in accordance with literary documents. Second, comparing administrative departments with public schools in the aspects of objectives, organizations and suitable subjects, and the differences would be further analyzed. Third, offering tentative resolutions to the difficulties that public schools should face. The conclusion of this study could substantiate the enforcement of the performance bonus management system. Those who involved in the system execute it authentically would help life up the effectiveness of administration and the quality of teaching in public schools. Moreover, till now only administrative departments care about the practical effects of the performance bonus management system, no one notices the difficulties of public schools. This study could be helpful to arouse the interests of public schools to enforce the system, and also to propose useful strategies for other schools as references.

Thesis (Ph.D.(Human Resources Management))--University of Pretoria, 2009. / Abstract in English. Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2006. / Vita. Includes bibliographical references.

The development and application of performance measurement systems for a purchasing function within a professional service company possesses a great challenge for both practitioners and academics. Despite the increasing popularity of this topic, the systems that are currently developed are rarely adequate to be applicable at the business-unit level. Furthermore, the existing productivity measures are predominantly designed to measure performance in industries where the inputs and outputs are both tangible and standardized items. Intangible and non-quantifiable factors of production cannot be reliably measured by manufacturing performance methodologies. Consequently, purchasing professionals seek tools to accurately track purchasing performances and connect it to given business strategies and objectives. This paper aims to develop a design of the performance measurement system that can be applicable onto the optimize-sourcing department of the selected firm of this study. The first section of the paper outlines key performance measurement concepts and establishes a theoretical framework that supports the following research. Subsequent questionnaires and interviews that were conducted with vital stakeholders reveal the flaws of the current performance measurement system. Conclusions derived from the interviews and questionnaires support the findings of extensive literature reviews. In the following chapters, the paper focuses on the development of the new model that overcomes limitations of the model in use. The thesis also lists additional recommendations on the implementation phase of the new model. In the final section, this paper emphasizes the limitations of the proposed model and describes potential challenges related to the implementation phase.

The use of competency assessments for the recruitment of staff has been around for some time. The benefits of conducting competency assessments has been discussed and debated by many Human Resources professional but not so much by managers who require the placement of competent people in vacant positions. With tights costs and operation budgets, companies are starting to question the activities and work practices that do not obviously seem to be adding any value to the bottom line. One of the practices is the competency assessment for staff recruitment and placement. The purpose of this research is to determine whether competency assessments are beneficial to the placement of staff in critical managerial positions. It is aimed at demonstrating if there is value add in the time and money spent in conducting these assessments. The main aim of the study is to determine the usefulness of competency assessments in the recruitment of Senior Managers within the South African Public Service. To facilitate the research, a case study design approach was selected. This approach was selected because a single situation was selected to allow an extensive investigation into the problem statement. The case study method also allowed the use of a mixed method approach to help obtain information using multiple data collection methods. The sample of this study consisted of a total of 160 Senior Managers in the National Treasury. This sample was the total number of Senior Managers who have been appointed and placed with the aid of competency assessment processes. The information for the research was contained through a number of techniques namely, the questionnaire to the Senior Managers and their subordinates, the interview process with the Senior Managers, and secondary information from the competency assessment service providers and National Treasury employee personnel records. Data obtained through the above method and techniques was statistically analysed using the Statistical Package for the Social Sciences (SPSS). The salient findings of the study indicate strong correlation between competency assessment scores with the current performance of the Senior Managers within the National Treasury. There are also strong signals of job satisfaction amongst the Senior Managers, suggesting that the placement of these managers informed and assisted by the competency assessment process has been a success. Recruitment experts and Line Managers within the Public Service will derive major benefits in using the competency assessments techniques in recruiting and placing people in critical positions. It is recommended that further research be conducted to assess and determine the usefulness and value add of competency assessments in the recruitment and placement of managers across the broader Public Service namely at a National, Provincial and Local government level. Once this study has been conducted and the results proves and support what has been found by this study, the Government must then prescribe the use of competency assessments for recruiting and placing people in all Senior Management positions. This will aid in making sure that the Public Service recruits people who can champion excellent service delivery on behalf of government. The Public Service will benefit by employing the right person for the right job. All the elements of effective job placement will be realised. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

Thesis (Ph. D.)--United States International University, 1991. / Includes bibliographical references (leaves [145]-151).

The diploma thesis focuses on enterprise performance assessment. Based on financial analysis methods the company's financial health is evaluated. Results are compared with three competing companies. Comprehensive company performance also contains strategic analysis, credit management analysis and analysis of stakeholders' satisfaction. Recommendations and suggestions to sustain company performance are defined at the end of this thesis.

In my PhD thesis I investigate the relationship between corporates' financial and environmental performances. The concept of quantitative environmental performance measures was introduced to enable to compare and analyse environmental impacts of different socio­economic units e.g. companies, countries, regions. In my dissertation, I use environmental performance measures to examine their effect on the financial performance of different companies. In the first chapter, I apply a meta­analysis to examine the results of the previous studies which investigate the impact of firms' environmental performance on their financial performance. The outcomes propose that it is important to account for the omitted variable bias such as unobserved firm heterogeneity. The results suggest that it takes time for the environmental regulation to materialize into the financial performance, too. In the subsequent two chapters I study Czech firms over 2004­2008. First I study the intertemporal effects of corporates' environmental performance on financial ...

In my PhD thesis I investigate the relationship between corporates' financial and environmental performances. The concept of quantitative environmental performance measures was introduced to enable to compare and analyse environmental impacts of different socio­economic units e.g. companies, countries, regions. In my dissertation, I use environmental performance measures to examine their effect on the financial performance of different companies. In the first chapter, I apply a meta­analysis to examine the results of the previous studies which investigate the impact of firms' environmental performance on their financial performance. The outcomes propose that it is important to account for the omitted variable bias such as unobserved firm heterogeneity. The results suggest that it takes time for the environmental regulation to materialize into the financial performance, too. In the subsequent two chapters I study Czech firms over 2004­2008. First I study the intertemporal effects of corporates' environmental performance on financial ...

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2005. / Includes bibliographical references (leaves 65-67). Also available online.