• International conference on construction engineering and project management
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• 2005.10a
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• pp.397-402
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• 2005

Professional Construction Management (PCM) services have become more and more popular in Taiwan in the past decade. However, disputes between PCM consultant and the client on the performance of PCM services are also increasing. The evaluation of PCM performance is a tough task due to the lack of "physical product", such as the drawings finished by the architect. This paper is intended to propose a PCM performance evaluation system (PPES) based on Balanced Scorecard (BSC). A case study of PCM consultancy for a real world design/build project is conducted to demonstrate the applicability of the proposed BSC framework

• Journal of the Korean Operations Research and Management Science Society
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• v.40 no.1
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• pp.185-198
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• 2015

This study drew performance management factors analyzed a causal link between acceptance and satisfaction of performance management to present the method for promoting acceptance on the performance management system that most of the public enterprises, government-affiliated organizations are implementing. To achieve this, qualitative analysis and quantitative analysis were conducted in parallel through in-depth case studies and surveys. The results of this study are as follows. First, the analysis of the performance management factors with preceding studies shows that performance management indicators, performance management operations and performance management communications. Second, from the causal relationship of performance management factors affecting performance management acceptance reveals that performance management operation has statistical significance. Third, the analysis of the effect of performance management factors on the management satisfaction shows that operation and indicator of the performance management have statistical significance and reflecting the performance indicators to business, adequacy of target level, training, system support and CEO's Leadership have been revealed as important variables to the management satisfaction. Fourth, the result of the analysis on casual connection between acceptance and satisfaction of the performance management shows that improving management acceptance has a direct impact on satisfaction because performance management receptiveness were deemed statistically significant. Fifth, the result of the in-depth case studies on improving performance management acceptance shows that public enterprises have been putting in an effort to design indicators and try to encourage internal member's involvement during the monitoring and evaluation. The quantitative analysis based on survey has turned out that performance management operation and performance management indicators have statistical significance. The qualitative analysis by in-depth analysis shows that public enterprises put a lot of effort to performance management indicators and communication between internal members. As a result, commitment to performance management operation is required to improve the performance management acceptance. In other words, a detailed implementation plan for training, information system support, and CEO's leadership has to be established and ought to be pushed.

• Journal of Korea Society of Digital Industry and Information Management
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• v.6 no.3
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• pp.191-201
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• 2010

The Korean central government has been investing a lot of efforts to promote performance of local governments. For example, the Ministry of Public Administration and Security (MOPAS) supported the local governments to develop and provide with a 'balanced score card' and a 'customer satisfaction innovation. ' Many other central ministries also conducted individual evaluations for local governments in their substantive policy areas. These evaluation systems of 78 appraisals for local governments conducted by the MOPAS and other ministries had made the local governments to work harder. However, most local governments have appealed their 'reform fatigue' caused by the overlapping evaluation systems. In this context, the MOPAS initiated merging the evaluations into a co-evaluation system under the new Government Performance Evaluation Act of 2006. In this process of introduction of new evaluation system, there are two significant movements. Firstly, as Korean Government has strong information technology, MOPAS has developed 'Virtual Policy Studio (VPS)' which evaluates the performance of each local government with on line. In other words, in the co-evaluation system for local government performance most evaluation steps are implemented by computer and Internet. So most stakeholder can access and work on the VPS in real time when they want to. And the other thing is that cooperation among stakeholders has been occurred in the co-evaluation system. Furthurmore the cooperative governance is systemized and sustain for a long time because MOPAS made IT based co-evaluation system. Therefore this paper intends to illustrate the process of introduction of VPS, main process of co-evaluation system based on VPS and analyze collaborative governance of the co-evaluation system.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.1058-1063
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• 2005

More and more organizations in construction industry adopt knowledge management system (KMS) to facilitate process of creating, acquiring, capturing, sharing, and using knowledge so as to improve the competitiveness, productivity and efficiency of their organization. In spite of the tremendous efforts devoted to KMS, the return of investment on KMS is usually a black box to the investor due to the lack of a systematic framework for performance evaluation of the KMS. This paper aims at fulfilling such need. A conceptual performance evaluation framework is proposed based on Balanced Scorecard (BSC) method. Then a preliminary case study is conducted to assess the applicability of the proposed framework in an A/E consulting firm to evaluate the performance of KMS.

• The Korean Nurse
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• v.31 no.5
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.2 no.2
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• pp.39-51
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• 1979

In introducing and applying the budget management system, the question of how to establish management structure(skelton) representing budget management responsible unit is significantly related to the degree of accuracy and analysis on the performance measurement of standard work unit. We have the following rational process of establishing performance measurement of budget management System ; 1) Standardization of work method 2) Establishment of management structure 3) Institution of budget management system. Especially, this system is based on a premise of efficiency of objectives management, it is assumed that performance measurement in the standard work unit must be enforced according to the basis and categories of performance evaluation based on the evaluating work unit. Therefore, most of all, the following three detail questions(subjects) are to be determined in order to rationalize these above principles to a maximum possible extent of performance measurement system. First, we established respective performance standard unit with respect to such detailed work unit, performance standard unit of which were accurately applicable directly from using the budget ana objectives account data and their supplementary data of the work measurement techniques. Second, by using the above mentioned question, over all evaluation and suggestion are made based on the study of the recording for each work unit development, budget management and production nit (volume of production) Third, the measurement of performance of budget management system is based on the principle of standard work unit, compared with the standard basis and actual work unit by period and activities unit and calculated percentage effectiveness according to the above procedure. and so evaluated the efficiency of performance measurement on the budget management system.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.26 no.1
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• pp.37-43
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• 2018

There has been the migration to a performance-based approach in many areas which include transition planning at global, regional and local levels, performance-based navigation and safety management. Achieving continuous success of Air Traffic Management (ATM) systems would require a performance-based approach to raise productivity and efficiency of it through performance measurements and reviews. This paper considers establishment planning of performance measurement and evaluation system for ATM. Related to key performance areas proposed by International Civil Aviation Organization, performance indicators and metrics which could be used to measure and evaluate ATM performance are presented. Also, organizational system and operational planning for efficient operation of ATM are presented.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.05a
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• pp.163-166
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• 2004

This paper proposes decomposition-based approach for developing the evaluation factors of performance measures and designing performance measures in manufacturing system. In this paper, the evaluation factors are designed by design decomposition approach and the design process of performance measures is based on the manufacturing system design decomposition.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1999.04a
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• pp.172-172
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• 1999

• Journal of Distribution Science
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• v.15 no.7
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• pp.19-24
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• 2017

Purpose - There are several problems that organizations face to make a better team-based system such as free-rider issue, assigned difficult jobs unfairly and bickering between high performers and average performers. The purpose of this study is to provide solutions for practitioners through past academic studies on how organizations can resolve several issues in team management. Ultimately, it would lead to employees as better performers for organization's profitability and customers' satisfaction. Research design, data, and methodology - Solution 1 - put employees who have a similar performance ability together into a same team and apply 'growth' approach for low performance team. Solution 2 - make a new evaluation system which is balanced between individual's performance and team's performance. Solution 3 - monitor thoroughly to diffuse difficult works equally among teams and develop management practice system that may prevent or resolve difficult work-loads for a team or an individual performer. Result - Investigation suggests that organizations may resolve three conflicts which come from team base system. Moreover, the implications of results show that the most important criteria in team management depend on whether performers have a similar ability in the same team and management handles issue of justice and the performance of each employee is evaluated by total team performance evaluation simultaneously. Conclusions - All in all, our recommendation concludes that if three issues are resolved, the lack of trust in team-based system among team members will be missed.