This research method of study is Social Judgment Theory. According to review the domestic and international literatures, the cues of performance measurement are focus on these four dimensions: "internal perspective", "financial perspective", "customer perspective" and "learning and growth". The questionnaire was made by the stakeholders who are the members and volunteers of China Youth Corps Task Committees in Kaohsiung City, Kaohsiung County and Pingtung County. The interviewees of the survey in this study are the members and volunteers of China Youth Corps Task Committees of Kaohsiung City, Kaohsiung County and Pingtung County. The goal is to investigate the significant differences between these decision groups and decision variables. After the analysis, the study gets the following results that provide the reference of following research. 1. The outcomes of the decision groups¡¦ the cue weight average are that the cue of "learning and growth", the most important part for decision makers, the cue of "internal perspective", "customer perspective" and "financial perspective" are in order. 2. The outcomes of the decision groups¡¦ the cue weight the ANOVA are that "financial perspective" is the most variable for each groups¡¦ decisions, but the groups¡¦ decisions are consensus in the cue of "learning and growth". 3. For the function of each decision group, there are positive correlations in the cues of "internal perspective", "financial perspective", "customer perspective", and ¡§learning and growth". It also means that if the better performance these variables have the higher measurement that the China Youth Corps Task Committees will get. 4. t-test of the cue weight average is that there are significant differences in each groups¡¦ decisions of "learning and growth". 5. ANOVA of population and social-economic variables is that the variables of gender, age, service places, service years and the level of education are not significant differences.

In most of the manufacturing operations, production management staffs usually empirical rules or pilot run experiment results to decide production scheduling. However, the former methodology could go with high risk and uncertainty; the latter might partially verify some schedules and products due to the restricted manufacturing resources, and could easily cause delivery delay. This research performed a design of experimentation by computer simulation tool to develop a micro resistance manufacturing process model and compared the performance measurements among different dispatching rules so as to find the process bottleneck. Meanwhile, this research implemented the TOC (Theory of Constraints) theory to improve the manufacturing process and studied the efficiency of the improved process. This experiment took five performance measurements: product throughout, mean flowing time, mean tardiness time, mean queued job quantity and resources utilization in order to validate the results of the various dispatching rules and its performance simulating the real production process and further expects this model to become a reference scheduling model for batch-typed manufacturing processes. Additional production factors are also included into our experiments. For example, the proportion of product types produced, production timings of orders, manufacturing equipments operation time, numbers of manufacturing equipment and order delivery due date. The experiment results exhibit multi-type products of batch-typed flow shop manufacturing could use different dispatching rules based on product requirements to achieve production optimization and output maximization. TOC and adjustments of bottleneck machines can alleviate manufacturing equipment loading and reduce job queue quantity.

As a result of human resources for an enterprise¡¦s importance will get increasingly day by day, and human resources department¡¦s role will not to be a simply administration and assistant department. It will to be a strategic role and create some performances for an enterprise; therefore, how to estimate human resources department performance will to be an importance key point to evaluate enterprise competitive. Nearly years, Balance Scorecard (BSC) concept was used on scholarly researches popularly, but about human resources management scope are very fewer; generally the greater part of human resources management¡¦s researches were used by human resources management¡¦s activities; efficiency; talent as their research subjects, and they also were used research method: Analytic Hierarchy Process (AHP) to develop human resources department¡¦s indicator. In view of this, the research purpose will use balance scorecard and enterprise value theories as viewpoint for the research key framework, because about human resources scorecard¡¦s researches are very fewer and enterprises which have followed out human resources scorecard are also fewer; therefore, in lack of explicit quantitative information, the research will fit qualitative research¡¦s characteristic than quantitative research¡¦s characteristic. The research will also use bibliography to collect; confer; analyze; compare; generalize and add reality experience to ratiocinate as the research methods. Finally the research will construct two models, including human resources department performance measurement perspective model and human resources department scorecard guiding steps model. The research of human resources department performance measurement perspective model develops four performance measurement perspectives, including (1) financial capital perspective; (2) customer capital perspective; (3) structure capital perspective; (4) human capital perspective; the research of human resources department scorecard guiding steps model develops three phases and eleven steps, including (1) planning phase has four steps; (2) developing phase has three steps¡F(3) practicing phase has four steps.

In this study, the applicability of the Balanced Scorecard Framework, developed by Robert S. Kaplan and David P. Norton in 1992 for measuring performance at the organizational level or the business unit level, to performance measurement during the implementation phase of Enterprise Resource Planning (ERP) systems is investigated. A model based on the Balanced Scorecard Framework is presented with sample indicators for each of the four perspectives -Financial Perspective, Customer Perspective, Internal Business Perspective and Innovation and Learning Perspective- proposed in the original framework. The indicators for measuring ERP implementation success are derived from a comprehensive literature survey. Furthermore, a software tool is developed to operationalize the proposed balanced scorecard model. The model and the software tool demonstrate the applicability of the Balanced Scorecard Framework for monitoring and measuring performance during the implementation phase of ERP systems / that is, the relevance of the Balanced Scorecard Framework at the project level.

Performance measurement makes up the core of all health care systems in transition. Many countries and institutions monitor different aspects of health care delivery systems for differing purposes. Health care deliverers are compared, rated, and given incentives with respect to their measured performance. However, a global health care domain is currently striving for attaining commonly accepted performance measurement models and base-standards that can be used in information systems. The objective of this thesis is to develop an ontological framework to represent performance measurement and apply this framework to interpret performance measurement studies semantically. More specifically, this study made use of a formal ontology development methodology by utilizing web ontology and semantic web rule languages with description logic in order to develop a commonly accepted health care performance measurement ontology and knowledge base system. In the ontology developed, dimensions, classes, attributes, rules and relationships used in health care delivery and performance measurement domain are defined while forming an initial knowledge base for performance measurement studies and indicators. Furthermore, we applied the developed performance measurement ontology to the knowledge base while driving those related performance indicators for predefined categories. The ontology is evaluated within the features of the Turkish health care system. Health care deliverer categories are identified and by executing inference rules on the knowledge base, related indicators are retrieved. Results are evaluated by domain experts coming from regulatory and care provider institutions. The major benefit of the developed ontology is that it presents a sharable and extensible knowledge base that can be used in the newly emerging performance measurement domain. Moreover, this conceptualization and knowledge base system serve as a semantic indicator search tool that can be used in different health care settings.

Despite the advantages and dominance of globalization in today&rsquo / s world economics / clusters, as a regional based development tool, still attract many researchers and policy makers from all over the world in order to obtain sustainable competitiveness. As a result of fast rising number of cluster development policies and initiatives, the importance of measuring the performance of clusters arises. The purpose of this thesis is to design a performance measurement model, which will be applied to industrial clusters in Turkey. A model framework is developed, based on expected outcomes of clusters which are classified as productivity, innovativeness, new business formations and social capital. Indicators are selected based on extensive literature survey under these four determinants, and a scorecard is developed. After the design phase, the performance of two cluster cases from Turkey is studied. In order to improve clustering approach, it is important to monitor, measure identify the progress of clusters. It is believed that this work will be utile for policy makers to identify whether the interventions, incentives and promotions are beneficial for the desired purposes and whether they are used effectively.

Bank performance is one of the vital issues for the healthy functioning of the Turkish economy. This study aims to measure performance levels of the banks in Turkey and to find the factors affecting those levels for the period of 2006-2010. Although the measures evaluating bank performance are ample in amounts we choose two different approaches: Data Envelopment Analysis (DEA) measuring bank efficiency and CAMELS analysis. DEA is carried out in different levels: first for top 14 banks in the economy / then separating the banks as the state banks, the domestic private banks and the foreign private banks. Also long term and short term, and public and non-public assets and liabilities distinctions are made in the analyses. The bank performance measures obtained from DEA and CAMELS analysis are compared and the factors affecting the performances of the Turkish banks are analyzed. The results show that high efficiency levels of the state banks decrease when the public assets and liabilities are excluded. The state banks and domestic private banks have high CAMELS&#039 / ratios, while the foreign banks have low ones. Both the bank-specific and macroeconomic factors, like ownership type, publicly trading and ATM net, play important roles in the determination of the efficiency levels of the banks in Turkey.

How to promote the competitive potential of business is the most important target presently. Being the new competitive era has come; the traditional human resource management model can¡¦t meet the new challenge in 21 century. The human resource management system in business has faced the new evolution for this new age. Under such a complex competitive environment, the competitive power of business depends on the proper utility of the human resource management type. ¡§Keeping the core specialty, leaving behind the others¡¨ was regarded as the strategy of business to keep profit base. Outsourcing system is regarded as the way to meet the strategic target, cost reduction, customer satisfied improvement, and other performance improvement. Being more flexible for company running, and the managers can concentrate themselves on the core specialty ability. However it can¡¦t be denied that outsourcing system exhibit some risks and some problems. It takes so much attention not only to create the largest profit for customer as well as to guarantee the abidance of contract regulation but also to promote the performance quality. The problem from the mechanism of outsourcing management will be induced when there are communication difficulty between company and outsourcer. The subject of this study is the Chunghwa Telecom Co., Ltd. The outsourcing was regarded as the strategic tool to promote the competitive potential. The key issue that outsourcer performed the management mechanism. Such as the management of contract type, the management of monitoring all the procedure, the management of evaluation to the efficiency, was also studied. In order to run this outsourcing system well, the human resource management in outsourcer was also researched. The analysis of the data revealed the following main conclusions: 1. Most interviewees agreed that the major reason for outsourcing system is the strategic target. The secondary reason was reducing and controlling the cost. The most important factor which are considered is promoting the competitive potential for this company. The outsourcing will not last for a long time by only considering this one factor of cost. 2.Some problems could be induced by the vicious competition between other outsourcing companies and could make the bad influence to the company, such as jerry-build in the pipe construction. The deficiency of professional knowledge of monitoring human resource was the most important factors for the success of outsourcing system in this company. The human resource with engineering management knowledge should be trained and educated for last term to get enough professional ability to execute the engineering efficiently. 3.More than 50% interviewees in this company agreed that the general task should be kept to ensure the working right for personnel in this company. The most personnel had the opposite attitude for ¡§the importance of outsourcing system for the personal service is increasing day by day¡¨. However, facing the privatization era, the manager should realize how to improve proper human resource utility and arrangement in organ structure. And how to promote the producing power of internal personnel instead of the outsourcing system and push the internal personnel to retire. 4. The quality of the telecommunication is the most important factor that affected the customer right. As known by internal personnel and the customers¡¦ view of piping problem is owing to that pipe always damaged by the digging engineering. It came from that working units are too negligent to check scene and to confirm the location in map. 5. As with the human resource management of outsourcing system, we focus on not only the requirements of engineering quality but also the health and safety of labors and the control management of environments, especially the noise and air pollution. By the result of this study, some suggestions are proposed. To construct more effective outsourcing management mechanism under the abidance of the ¡§regulation of government purchase.¡¨ The contract activation mechanism should be performed to maintain the cooperative relationship with outsourcers in long term.

<p>Every modern organization relies on information systems and has a need formeasuring the performance of those systems and the IT department. It is furthermorewanted to be able to compare oneself to others. Municipalities struggle with theabsence of an instrument designed for their specific needs and circumstances becausemost instruments are designed for profit organizations, focus heavily on technical andeconomical criteria and do not involve criteria that are easy to compare. In this projectthe success factor analysis, a performance measurement instrument, is selected,modified and finally applied in two Swedish municipalities to investigate thesignificance of this instrument and its ability to identify significant factors of success.With interpreting the data gathered using on-line surveys, similarities and comparablecriteria as well as eight significant factors could be identified that are genericthroughout all surveys done.</p>

The paper refers to the discussion of measuring and assessing knowledge capital. In particular, the interconnectedness of the intangible resources in organizations is not well represented in the methodical approaches. Moreover, the identification of driver resources which is strongly connected with this question is far from being solved in a satisfactory manner. Therefore, this article reviews existing methods of the scenario analysis in view of the performance measurement discussion and contributes towards an advanced analysis of resources in organizations.