European Business & Management

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Design and Implementation of Management System of Performance Related Pay Based on Cross-Efficiency Evaluation

Received: 29 October 2016    Accepted: 28 November 2016    Published: 05 January 2017
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Abstract

Modern enterprises lack a reasonable and effective compensation management, the traditional manual management model has been difficult to meet the modern enterprise’s gradually increasingly large salary management system. In order to achieve the rationalization of enterprise resource configuration, this paper adopts top-down approach to system design by optimizing business processes.Moreover, the system does a reasonable division for the modules of user management, personnel management, training management, payroll management, and comprehensive evaluation, where the comprehensive evaluation module can do a composite evaluation of employee performance level by employing the DEA cross-efficiency evaluation method; at the same time each module also provides a wealth function of report printing, facilitating the user's daily office use. Conceptual design from the design databasefinally providesspecific database tables through E-R diagram indicates. System optimizes the related pay, promotescommunication on the lower level, links the organizational goals, individual goals, and optimizes performance management.

DOI 10.11648/j.ebm.20160202.17
Published in European Business & Management (Volume 2, Issue 2, November 2016)
Page(s) 60-65
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Personnel Pay Management, ManagementInformation System, DEA Cross-Efficiency Evaluation

References
[1] J. Liu, "Personnel management system development" [M]. Heilongjiang: Heilongjiang Science and Technology Information Publishing House, 2008.
[2] J. Zhang, based on Visual C ++ 6.0 development, "personnel pay management system" [J] Value Engineering, 2011 (29): 148-149.
[3] X. Li, "Design Enterprise Personnel Management System" [D] count letter Institute Undergraduate Thesis Chongqing Technology and Business University, 2007: 41-42.
[4] H. Leng, and X. Liu, University Teachers' Performance Salary Management System [J] Operations Research and Management, 2011, 20 (5): 151-155.
[5] H. Li, and X. Meng, problems and strategy of the private hotel salary management [J] Business Economics, 2008 (8): 108-109.
[6] Z. Cai, human resources management system design and implementation [J] Qiqihar University, 2008, 24(1):51-54.
[7] Z. Bajorek, S. Bevan, "Performance-related-pay in the UK public sector: Are view of the recent evidence on effectiveness and value for money" [J], Journal of Organizational Effectiveness: People and Performance, 2015, 2(2): 94–109.
[8] N. Bellé. Performance-Related Pay and the Crowding Out of Motivation in the Public Sector: A Randomized Field Experiment[J]. Public Administration Review, 2015, 75(2): 230-241.
[9] P. K. Sandberg. Intertwining Gender Inequalities and Gender-neutral Legitimacy in Job Evaluation and Performance-related Pay [J]. Gender, Work & Organization, 2016, DOI: 10.1111/gwao.12156.
[10] A. Shen, salaries to performance management system development and implementation [J] Computer and Application, 2013, 32(14): 96-98.
[11] J. Wu, L. Liang, Cross efficiency evaluation method introduced new cell Rank Preservation [J]. Systems Engineering, 2006, 24(7):111-115.
[12] F. Li, G. Li, and M. Zhang, DEA in Enterprise Employees' Performance Evaluation [J] Commercial Research, 2005(309): 1-3.
[13] F. Zhou, Design and Development of Enterprise Personnel Management System [J]. Tianjin University, 2006 (09): 30-35.
[14] A. Charnes, W. Cooper, and E. Rhodes, Measuring the efficiency of decision making units. European Journal of Operational Research, 1978, 2(6): 429-444.
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Author Information
  • School of Management, Tianjin University of Technology, Tianjin, China

  • School of Management, Tianjin University of Technology, Tianjin, China

  • School of Management, Tianjin University of Technology, Tianjin, China

  • School of Management, Tianjin University of Technology, Tianjin, China

  • School of Management, Tianjin University of Technology, Tianjin, China

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  • APA Style

    Xiaoqing Zhang, Meng Xu, Zonghui Zhang, Yimin Li, Chi Zhou. (2017). Design and Implementation of Management System of Performance Related Pay Based on Cross-Efficiency Evaluation. European Business & Management, 2(2), 60-65. https://doi.org/10.11648/j.ebm.20160202.17

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    ACS Style

    Xiaoqing Zhang; Meng Xu; Zonghui Zhang; Yimin Li; Chi Zhou. Design and Implementation of Management System of Performance Related Pay Based on Cross-Efficiency Evaluation. Eur. Bus. Manag. 2017, 2(2), 60-65. doi: 10.11648/j.ebm.20160202.17

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    AMA Style

    Xiaoqing Zhang, Meng Xu, Zonghui Zhang, Yimin Li, Chi Zhou. Design and Implementation of Management System of Performance Related Pay Based on Cross-Efficiency Evaluation. Eur Bus Manag. 2017;2(2):60-65. doi: 10.11648/j.ebm.20160202.17

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  • @article{10.11648/j.ebm.20160202.17,
      author = {Xiaoqing Zhang and Meng Xu and Zonghui Zhang and Yimin Li and Chi Zhou},
      title = {Design and Implementation of Management System of Performance Related Pay Based on Cross-Efficiency Evaluation},
      journal = {European Business & Management},
      volume = {2},
      number = {2},
      pages = {60-65},
      doi = {10.11648/j.ebm.20160202.17},
      url = {https://doi.org/10.11648/j.ebm.20160202.17},
      eprint = {https://download.sciencepg.com/pdf/10.11648.j.ebm.20160202.17},
      abstract = {Modern enterprises lack a reasonable and effective compensation management, the traditional manual management model has been difficult to meet the modern enterprise’s gradually increasingly large salary management system. In order to achieve the rationalization of enterprise resource configuration, this paper adopts top-down approach to system design by optimizing business processes.Moreover, the system does a reasonable division for the modules of user management, personnel management, training management, payroll management, and comprehensive evaluation, where the comprehensive evaluation module can do a composite evaluation of employee performance level by employing the DEA cross-efficiency evaluation method; at the same time each module also provides a wealth function of report printing, facilitating the user's daily office use. Conceptual design from the design databasefinally providesspecific database tables through E-R diagram indicates. System optimizes the related pay, promotescommunication on the lower level, links the organizational goals, individual goals, and optimizes performance management.},
     year = {2017}
    }
    

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  • TY  - JOUR
    T1  - Design and Implementation of Management System of Performance Related Pay Based on Cross-Efficiency Evaluation
    AU  - Xiaoqing Zhang
    AU  - Meng Xu
    AU  - Zonghui Zhang
    AU  - Yimin Li
    AU  - Chi Zhou
    Y1  - 2017/01/05
    PY  - 2017
    N1  - https://doi.org/10.11648/j.ebm.20160202.17
    DO  - 10.11648/j.ebm.20160202.17
    T2  - European Business & Management
    JF  - European Business & Management
    JO  - European Business & Management
    SP  - 60
    EP  - 65
    PB  - Science Publishing Group
    SN  - 2575-5811
    UR  - https://doi.org/10.11648/j.ebm.20160202.17
    AB  - Modern enterprises lack a reasonable and effective compensation management, the traditional manual management model has been difficult to meet the modern enterprise’s gradually increasingly large salary management system. In order to achieve the rationalization of enterprise resource configuration, this paper adopts top-down approach to system design by optimizing business processes.Moreover, the system does a reasonable division for the modules of user management, personnel management, training management, payroll management, and comprehensive evaluation, where the comprehensive evaluation module can do a composite evaluation of employee performance level by employing the DEA cross-efficiency evaluation method; at the same time each module also provides a wealth function of report printing, facilitating the user's daily office use. Conceptual design from the design databasefinally providesspecific database tables through E-R diagram indicates. System optimizes the related pay, promotescommunication on the lower level, links the organizational goals, individual goals, and optimizes performance management.
    VL  - 2
    IS  - 2
    ER  - 

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