The movement of heavenly bodies, the interchanging of four seasons, the changes of the environment. This is how the universe revolves, it¡¦s like the changes of the environment when you manage your business. There are many businesses that vanish every year in Taiwan; also there are many businesses that become more & more prosperous, how come? The main reason why businesses vanish is because they cannot timely adopt the rapid changes of the environment, and they could not fully adjust to the new changes on the operation of the business. There is no simple reason for the reformation of the organization; there are also no inevitable ways of success. In facing many changes of the environment, what must a business do so that it can be retained longer? How does it deal with change in trend? Does it continue to apply different suitable transformation in the business interior? Using contingent transformation, to make the foundation of the business prolong? The restructuring of the organization must be carry out simultaneously because of the changes in environment, it is a never ending work without limits, during the process it is inevitable to invest large amount of manpower, material resources, as well as producing a considerably large amount of paper works and information. Time and mental efforts must be sacrificed for the knowledge of this process, therefore this research is aimed using case to case method in applying transformation method on the restructuring of the organization, so that it could conveniently search and collect business information as research analysis, probing into the restructuring practice done by other businesses, at the same time sorting it in an case to case manner using an entirely fashionable manner. 1. Informal Interview 2.Viewable Company Information 3.Updated Observation 4.Viewable Records. The said company have gone thru repeated transformation, and encountered a lot of problems during that course, generalized below: 1.Strategy¡Btarget and resources are not integrated; 2.Strategy and target are not unified & regulated; 3.Strategy and target doesn¡¦t communicate adequately; 4. No strategy feedback systematic management and no professional department handler; 5.Interrelated management system didn¡¦t combine with strategy; 6.The high resignation rate of top management. Aimed at the problems above, the said company can carry out rapid systematic restructuring of its organization rules and regulation, usher in new management tolls for the better, and probably intensify educational training, as to improve the organizations culture and member¡¦s quality, and timely adaptation to the environment changes. Key words: Organization transformation, strategy management, implementation strength, Effectively evaluation, Policy management, Balanced Scorecard.

With the increase of income and rapid wealth accumulation, people, especially those with high net worth, have increased needs for consolidating financial planning service. In order to succeed in this competitive market, all banks are establishing wealth management branches and providing varies, sometimes custom made, products and services to satisfy their clients¡¦ financial needs. The most important component of wealth management is financial consultants. Financial consultants directly service clients, and they form irreplaceable interpersonal relationships with their clients. They are a huge asset for their bank. But because of severe competition, the quality of financial consultant greatly varies. Many banks set high revenue targets for their financial consultants, which results in high turnover rate. Banks also compete intensely for the good financial consultants in the industry. Therefore, in order to retain and develop strong financial consultants, banks should establish effective, comprehensive training and career development programs. My study will focus, discuss and analysis the performance management of financial consultants in wealth management banks. For my study, I interviewed several top management officers of successful wealth management banks to gain deeper understanding of their policies on performance management. I then compared and contrasted the different banks¡¦ policies to investigate the meaning of performance management. From my study, I found every bank has its own policy in performance management that they closely abide by, and they routinely review and update their policies. Interestingly, these distinctive policies all serve the same purpose which is to motivate their financial consultants to increase sales and thus, to increase the bank¡¦s profitability. Furthermore, I learned some effective and ineffective ways to manage financial consultants. I also identified key elements to encourage high loyalty which helped to explain why it was previously difficult to recruit certain financial consultants to my bank. This dissertation is tremendously meaningful and helpful to me professionally, and I will use it to create effective policies, to motivate higher performance, and to promote high loyalty.

In this study, a new gas turbine monitoring system being able to carry out appropriate run process is set up for a gas turbine with 250 kW power rating and its accessories. The system with the mechanical and electrical connections of the required sub-parts is transformed to a kind of the test stand. Performance test result calculation method is described. In addition that, performance evaluation software being able to apply with the completion of the preliminary performance tests is developed for this gas turbine. This system has infrastructure for the gas turbine sub-components performance and aerothermodynamics research. This system is also designed for aviation training facility as a training material for the gas turbine start and run demonstration. This system provides the preliminary gas turbine performance research requirements in the laboratory environment.

A Study of the Performance Evaluation Scheme of Central Government¡¦s Public Education Project Grants toward the Localities in Taiwan. The main purpose of this study are (a) to explore the principle and scheme of the performance-based project evaluation, (b) to understand the current status and problems of the compulsory educational grant system, (c) to explore the development and general situation of the performance evaluation of the compulsory education project grants, and (d) to construct a performance evaluation scheme of the central government¡¦s compulsory education project grants toward the localities. Based on the research findings, the recommendations are offered as the improvement for relevant institutes. To achieve the purposes above, the research adopts the document analysis, literature analysis, expert interviews, questionnaire, expert workshops and on-the-spot interviews. First, through the analysis of document and literature, the context of every compulsory educational grant project, the grant system of compulsory education, and the theories of performance evaluation are discussed. Secondly, interview methodology helps to explore the compulsory educational grant system and projects. Thirdly, in order to have a wide understanding for the current grant projects, we compile questionnaire A and B. The samples of the former are the administrative managers in Bureau of Education of every Hsien and City Local Governments; the samples of the latter are the principals of the public primary and junior high schools. The applied analysis method is descriptive statistics. Fourthly, through the holding workshops and on-the-spot interviews, we realize the executive situation and related problems of the compulsory education project grants. Finally, we have the following conclusions and suggestions. The main conclusions are as follows: 1. The central government¡¦s compulsory education project grants have improved the learning environment of the compulsory education a great deal, but there are still some problems remained. (1) The rate of self-financial resources of the local governments is too low and the current expenditure for the localities is overloaded. (2) The equity, executive efficiency and independence of the grant system remain to be promoted. (3) The roles of the central and local governments in the grant system are not clearly defined. (4) The policies of the compulsory educational grant projects lack continuity. (5) The local governments¡¦ examination for the grants is not transparent enough and some set their own rules to limit the proposals for the grants. (6) Some grant projects cannot resolve the main difficulties of schools. (7) Some local governments appear to expend the budget as possible due to the pressure of budget-execution. 2. The research finds that under the principles of horizontal equity, vertical equity, independence, priority, accountability and democracy, the compulsory educational grant system will be greatly improved. 3. Some local governments and principals have no idea of accountability, and the performance-based project evaluation cannot be put into effect. In order to strengthen the accountability of all the educational personnel, we should to make explicit principles of evaluation and take account of the results to decide the amount of the next grants. Additionally, the indexes of evaluation should have qualitative and quantitative ones including short-term and long-term evaluation. The execution of evaluation needs self-evaluation and expert-evaluation. To get rid of the personal factors, a special institute for allocating the grants should be established. Besides, evaluation can be executed from several ways and put into a part of the execution for the grants. 4. This research constructs a performance-based project evaluation scheme. We suggest the grant system should be divided into project and general grant ones. According to the scheme, the project grant system has no big difference from the present one and its function is to attain vertical equity; the general grant system is formula-based and it stresses the principles of independence and efficiency. After the formula and the educational funds for each local government are decided, the proposal method is from bottom to top. As for the performance evaluation, ¡§ Educational funds allocation committee ¡¨ of the central government and ¡§ Education investigation committee ¡¨ of the Hsien and City Local Governments should be established first. These committees execute evaluation in the general grant system, and the process of evaluation includes school self-evaluation. According to the result of our research, we propose the following suggestions: 1. Immediate suggestions: (1) To attain the equity of grant allocation and using efficiency, a data base of the fundamental teaching equipment for every schools should be established soon so as to improve the performance evaluation. (2) To assure the fundamental teaching equipment for all the schools, we should make ¡§ indexes of the fundamental teaching equipment¡¨ for the whole country so as to attain the principles of horizontal equity and priority. (3) To fulfill the dependence of the local governments and schools and to improve the using efficiency for the grants, the central government should increase the general grants. (4) To strengthen the functions of the general grant system, the central government should establish ¡§ Educational funds allocation committee ¡¨ as an advisory examining body for Bureau of Education. (5) The local governments should establish ¡§ Education investigation committee ¡¨ as an advisory examining body for every Hsien and City Bureau of Education. (6) To attain the independence of using funds and performance evaluation, we should strengthen the functions of school administrative affairs meeting. (7) We should strengthen the performance evaluation of the compulsory educational grants, and put the evaluation into the grant system so as to enhance the idea of accountability. 2. Long-term suggestions: To effectively improve the performance-based project evaluation, the central government should develop indexes of evaluation for the long-term educational results and strengthen the qualitative performance evaluation.

The Productivity Measurement and Enhancement System (ProMES) is a human resource intervention that provides feedback to members of an organizational unit via a measurement system constructed by the unit personnel. The unit constructs the system by defining their objectives, identifying productivity indicators for each objective, and developing utility curves or contingencies for each indicator, specifying the overall and relative value to the organization of different performance levels on each indicator. Over the years, it has produced very positive results upon implementation. However, there has been great variability in the effectiveness of ProMES. This study attempted to identify the factors that contributed to this variability. Three major factors were proposed to influence the success of the intervention: feedback quality, the degree to which units prioritized their actions on the feedback, and the organizational social context. Additionally, the individual effects of the components of the organizational social context factor were analyzed; these components included the degree of employee participation in the intervention, unit attitudes towards productivity improvement, organizational support for the intervention, and organizational stability. Three productivity indices were used as dependent variables: the unit d-score (the difference between feedback productivity and baseline productivity divided by the pooled standard deviation), the rate of productivity change over the first third of the feedback stage, and the degree to which units were able to sustain prior productivity improvements over the last two thirds of the feedback stage. The degree of match with the original ProMES methodology was proposed as a moderator in the relationship between the three major factors and the criteria, and the degree of feedback interpretation training given to the unit was proposed as a moderator between the units? action on feedback and the criteria. Drawing on a database of 74 units from different industries and countries, scales were constructed to operationalize the factors. Results from multiple regression analyses indicated that favorable attitudes towards productivity improvement were associated with faster productivity improvements. Additionally, feedback quality and the action taken on feedback significantly predicted greater and faster productivity improvements. The implications for human resource professionals and researchers in industrial/organizational psychology are discussed.

Due to the National Immigration Agency going public, a large amount of foreign affairs policeman shifts there forward from local police bureau, hence brings about the shortage of local foreign affairs policeman in use. However, limited by the language specialty, it seems impossible to make up such a deficiency in a short time. This study aims to take an overview of the aftermath of this systematical manpower change, focusing on the specific influence which caused from the shortage of local foreign affairs policeman, and on whether the performance of local foreign affairs police in each city and country is negatively impacted as well. This study analyses the current performance status of local foreign affairs police in 22 cities and countries by means of ¡§Data Envelopment Analysis¡¨ (DEA), which mainly evaluate the efficiency of seizing related breach and crime by local foreign affairs police, and then probe into reasons of such kind of inefficiency if any. In so doing, this study might provide strategic improvement suggestions for those which have bad achievement. Based on the data of 22 cities and counties in 96 fiscal year, this study adopts diverse research methods of DEA, such as CCR, BCC, Efficiency of Scale¡BRTS¡BSBM¡BFDH¡BMALMQUIST INDEX, and then tries to offer positive suggestions according to the study outcomes, so as to promote the performance of those targeted districts.

The performance issues of state-owned enterprises have been concerned by common people. In order to improve state-owned enterprises¡¦ performance effectively, the government should understand their regular operation efficiency adequately and then establish an appropriate evaluation system. However, the roles and functions of state-owned enterprises have changed significantly since the environment changed and economics progressed in Taiwan. As a result, the views and means toward performance assessment are kind of imbalanced. Therefore, this study researched Taiwan state-owned enterprises¡¦ performance assessment system to assess and review the related problems about existing evaluation methods. The aspects include indicators of evaluation, functions of evaluation and executing the system practically. According to document analysis, this study reviewed literature about performance evaluation, and analyzed rules, methods, indicators and overall report of performance assessment from RDEC (Research, Development and Evaluation Commission, Executive Yuan) over the years to realize the meaning of existing performance assessment system and the challenges of implementing the system. Three comments toward this evaluation system are as follows. First, regulate the relationship between the government and each state-owned enterprise appropriately to avoid or reduce government organizations¡¦ improper interference with state-owned enterprises. Then, there will be more objective and more correct evaluation outcomes. Second, the existing grading mechanism may let importance of evaluation indicators be diluted by subordinate ones. The grading mechanism should be established based on operation features of state-owned enterprises and their budget plans. Third, the existing evaluation emphasizes annual short-term performance and lacks of consideration of long-term development and innovation ability. So, the study suggests that government may apply BSC (Balanced Score Card) to adjust the contents of evaluation standards and items. Key words: State-owned enterprises, Performance assessment system, Performance evaluation

In resent years, the competition between insurance companies in Taiwan has become more and more intense. The main reasons are not only the overall environmental issue such as financial management policies, but also the similarities of the services provided by the insurance companies that easily cause price-cutting competition. Moreover, with the economy crisis happened last year, the financial status of insurance industry has been seriously impacted. It¡¦s becoming harder and harder to run insurance businesses. In this highly competitive financial industry, what strategies should be used in order to strengthen a company¡¦s operation system, to increase efficiency and finally create a competitive advantage? Before deciding which strategy to use, the decision maker has to first understand the ¡§performance verifying index¡¨ of his company, the factors that affect company¡¦s performance, and then evaluate his company¡¦s advantage and disadvantage that it has over its competitors, and finally guide the company toward a correct path. It has been realized that past documents clearly lack a model that can provide suggestions to corporations how to face intensive competitions by using an evaluation method that can verify both financial and non-financial factors. Therefore, this research intends to use the ¡§total performance scorecard¡¨ theory to build a performance verifying index/system for insurance industry, and then develop a strategy guide. This research used ¡§analytic hierarchy process, AHP¡¨ questionnaire to conduct surveys on financial professionals, government officers and scholars, and then develop a hierarchy for the performance verifying index, and finally construct a performance management system for insurance industry. This research found out that when a insurance company is making a performance management strategy, ranking from the most important to least important aspects, they should consider financial aspect, customer aspect, learning/growing aspect and internal corporate flow path aspect. The ten most important indexes are gain per stock (0.099), cash usage net income rate (0.095), cash flow rate(0.076), customer value creation(0.063), retention expense ratio(0.062), employee professions (0.061), underwriting quality audit(0.06), customer return rate(0.059), customer satisfaction(0.055), and employee inspiration (0.052). These findings can be used as a reference when insurance companies are making performance-management decisions and strategies.

<p>Performance evaluation of Globe’s location service is becoming necessary in order to help steer development in the right direction. In this paper I put the current implementation of the location service to work and design and setup a number of tests with input data from a mobile phone environment provided by the Stanford University Mobile Activity Traces (SUMATRA). It turns out that the implementation is not ready for performance evaluation of this scale after all, and that no performance evaluation can be done with SUMATRA since too many inconsistencies are to be found in that data.</p>

The majority of current internet traffic is based on TCP. With the emergence of new applications, especially new multimedia applications, however, UDP-based traffic is expected to increase. Furthermore, multimedia applications have sparkled the development of protocols responding to congestion while behaving differently from TCP. As a result, network traffc is expected to become more and more diverse. The increasing link capacity further stimulates new applications utilizing higher bandwidths of future. Besides the traffic diversity, the network is also evolving around new technologies. These trends in the Internet motivate our research work. In this dissertation, modeling and estimation techniques of heterogeneous traffic at a router are presented. The idea of the presented techniques is that if the observed queue length and packet drop probability do not match the predictions from a model of responsive (TCP) traffic, then the error must come from non-responsive traffic; it can then be used for estimating the proportion of non-responsive traffic. The proposed scheme is based on the queue length history, packet drop history, expected TCP and queue dynamics. The effectiveness of the proposed techniques over a wide range of traffic scenarios is corroborated using NS-2 based simulations. Possible applications based on the estimation technique are discussed. The implementation of the estimation technique in the Linux kernel is presented in order to validate our estimation technique in a realistic network environment.