員工測評 的英文怎麼說

中文拼音 [yuángōngcèpíng]
員工測評 英文
employee survey
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 測 : 動詞1. （測量） survey; fathom; measure 2. （測度; 推測） conjecture; infer
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 員工 : staff; personnel
  • 測評 : advanced measurements and evaluation
  1. This paper, on the basis of yuelu - mountain high - tech park in changsha city, beginning with the investigation of diversiform transit - trip in the park, firstly analyzes and evaluates space - time change law of traffic flow and situation of traffic service level on actual road net - work in the park ; secondly, applying multi - statistical analysis method, taking investigated corporation as sample, using annual freight traffic volume produced by unit plant area of the corporation, with clustering analysis, obtains four sorts of the sample corporation, and establishes the predict models of freight traffic volume for every kind of corporation. with these models, actual or planning year ’ s day maximum freight traffic volume can be predicted. the third, this paper makes analysis research of trip law of employees in the park, and obtains the index of trip times, trip modes and trip development trend of the employees

    本文以長沙市嶽麓山高科技園區為依託，從調查園區內的各類交通出行開始，首先分析評價了園區內現狀道路網上的交通流時空變化規律及道路網上的交通服務水平狀況;其次是應用多元統計分析方法，以調查企業為樣品，以企業單位車間面積所產生的年貨運交通量為變量，通過聚類分析，獲得了樣本企業的四個類別，並建立了各類企業貨運交通量的預測模型，應用這些模型，可預測園區內現狀或規劃年的日最大貨運交通量;第三是對園區內企業員工的出行規律做了分析研究，獲得了企業員工的出行次數、出行方式及出行發展趨勢等等特性指標;最後是對園區內小區居民的出行狀況進行了分析，獲得了居民出行的諸如高峰時段、高峰出行量等等的特徵數據。
  2. Firstly, this thesis supports the relevant service theoretical concepts defined by the relevant service from the western theory, then grams of " service profit chain " theory and uses the service quality gap model ( gap model ) that scholars such as parasuranman, used the service quality gap model inside hotel enterprises, then combines the service quality state of the interior employee of hubei h hotel enterprise, through internal service quality scale ( internal servqual ) and spss10 which scholars such as hallowell, to put forward grade statistical analysis software comes to weigh the level of the service quality inside hotel enterprises and test the standard. then this thesis also regards the mathematical model that service quality gap tests. this thesis is divided into five parts on the structure : part one : introduction

    本論文首先對服務理論中的相關概念進行了界定，通過借鑒西方領域服務的相關理論，提出了自己對服務的認識，然後以赫斯克特（ james . l . heskett ）等學者提出的「服務利潤鏈」概念模型為線索，綜合運用parasuranman等學者提出的服務質量差距模型（ gap模型） ，提出了飯店企業內部的服務質量差距模型，緊接著結合湖北h飯店企業內部員工的服務質量狀況，藉助hallowell等學者提出的內部服務質量量表（ internalservqual ）和spss10 . 0等統計分析軟體來衡量飯店企業內部服務質量的水平與測評標準，並在此基礎上得出適合飯店企業內部服務質量差距測評的數學模型，相信可以對中國飯店企業內部服務質量的具體運作和測評有一定的指導作用。
  3. The author has made research into performance theory especially on the ocb theory. ocb is discretionary behavior that has n ' t been confirmed definitely and directly in the organizational salary system, however it benefits the organization operations as a whole. meanwhile the author has investigated the salesmen " job content, working conditions on the spot, found the existing problems and reasons, analyzed the improved directions. by the way of expert estimation, the author draw the conclusion that ocb is more important than the sales quantity when house sales " performance are evaluated

    同時對房地產業售樓員的工作內容、工作環境等進行實地分析研究，查找出售樓員績效評估現存的問題及原因所在，認真分析其改進的方向；採用專家預測法，得出組織公民行為在售樓員績效評估中的重要性遠遠大於銷售量的評估，併科學地提取了組織公民行為與銷售量的評估指標並確定其權重；採用360度績效評估方法，將組織公民行為有效地應用於售樓員的績效評估當中。
  4. Starting from the current research state of the measuring methods of employee satisfaction, the author analyzes the shortcomings of the methods available, establishes a new index system model and makes a practical research

    摘要分析員工滿意度測評方法的研究現狀，指出現行方法的不足，在此基礎上建立新的指標體系與評價模型，並進行實證研究。
  5. The 6th section : develop a valid model of morce in enterprise. this model has a primary character of precaution against departure in advance, and it is a systematic management process consisting of six steps : identify who are core employees, adopt the measures of motivating staying the practice, supervise resign intention, adop

    這個模式是以事前預防離職為基本特徵的保留管理模式，是經由六個管理階段構成的系統化的管理流程:甄別企業中的核心員工，實施留職激勵措施，監測離職意向，採取約束和挽留措施留住離職者，進行離職管理，評估保留管理績效。
  6. 3. the exact evaluation for workload

    3 、源代碼開發人員工作量的準確評測。
  7. This strategy will also include the evaluation of customers " satisfaction, molding the thoughts of serving the customer, training and motivating of employees, building up the service system

    之後，文章進一步以一飯店為例，實證研究了高接觸型服務企業如何具體開展顧客滿意度測評、塑造服務理念、抓好員工管理和服務系統設計等顧客滿意戰略實施過程。
  8. 3. 38 - having improved the performance management system through the introduction of competency - based appraisal forms and assessment panels, and stricter administration of the granting of increments, government implemented a pilot scheme in six departments in october 2001 to test whether team - based performance rewards can be distributed fairly and equitably and to secure buy - in among departments and staff sides

    政府引入按才能評核工作表現的表格設立評核委員會，以及收緊發放增薪的準則，從而改善了對員工工作表現的管理制度。這個制度有所改善後，政府便由二零零一年十月起在六個部門推行一項試驗計劃，測試團隊獎賞能否公平公正地分配予員工，並爭取部門及職方認同和支持這個概念。
  9. According to reviews on job - related efficacy, analysis of the questionnaires conducted among employees of enterprises, and retrospective interview with experts, this study puts forward its own theoretical hypothesis on job - related efficacy. based on the work done, two preliminary questionnaires on job - related efficacy are conducted

    本研究根據文獻綜述、開放式問卷調查以及對企業員工、心理學專家的訪談結果，提出了關于工作效能感的理論假設和評價模型，並在此基礎上編制了自我工作效能感初測問卷和個人感知的集體工作效能感初測問卷，經過初測並修訂最後形成正式問卷。
  10. To set up a comprehensive connection network and human resource database for scholars both home and overseas to facilitate development of the zhongguancun enterprises, and to attract high - level and hi - caliber international talents

    運用專業測評工具，開展留學人員素質評價、留學人員就業崗位評估和留學人員職位匹配，結合市場實際需求和薪酬水平給留學人員以針對性的咨詢指導。
  11. Based on the above - mentioned analysis, we use the theoretical knowledge of project management to elaborate the various possibilities to resolve the problems, and then put forward effective countermeasures, which include analyzing the competition strength of retapase in the biopharmaceutical industry ; evaluating the resources of the fdzj company and its competition strength by using the swot analysis method, collecting the market information by questionnaire survey, interview and document retrieval of domestic and internal literatures. after this, we predict the market requirement and the price of the rctapasc and propose to set up a project management team which can control the r & d, production, sales, finance and affair communicating personnel systematically

    本文在深刻剖析上述問題的基礎上，運用項目管理方面的理論知識，充分闡述問題的解決方案，給予了有效的對策。其中包括：項目行業與競爭力分析，運用swot分析法評估公司資源和競爭能力，通過書面調查、訪談及查閱國內外相關文獻等方式收集市場信息，在此基礎上，進行項目的市場需求量預測，價格預測。成立集研發、生產、銷售、財務及公關人才於一身的項目團隊管理項目，並採用強矩陣結構，集合直線制與職能制的優勢，對全體員工實行股份期權激勵，使員工利益與項目形成命運共同體。
  12. 4 before starting the decontamination works using the sve / as system, the permit holder shall submit to the eia sub - committee of the advisory council on the environment, a report containing the results of the pilot test on the effectiveness of the sve / as system

    在利用土壤蒸氣抽取法空氣分佈法系統進行除污工程前，許可證持有人須向環境諮詢委員會環評小組委員會提交一份闡述測試土壤蒸氣抽取法空氣分佈法系統成效的小型試驗性測試結果的報告。
  13. The affections of non - financial factors during performance appraisal and performance appraisal result disposal are to make up the performance appraisal

    績效測評中非財務性因素對員工工作效率的影響，以及績效測評結果的處理均是為了有效地將績效測評落到實處。
  14. Employee ' s performance is the very important part of enterprise ' s performance management. the trend of performance appraisal is changed with the enterprise ' s management

    員工績效測評是企業績效管理中非常重要的一部分，績效測評的發展趨勢已隨著企業管理的發展不斷變化。
  15. The importance of uncertainty application and the development of uncertainty were expound based on apply uncertainty on the field of quality control and quality management. stated the basic theory and method of uncertainty, set focus on the conceptions and the method that often be confused of complicated. researched the standards, specialty of electrical application quality test and took some typical parameter of electricity from industry practice for example, comprehended the measurement deeply, analyzed the sources of uncertainty from aspects of the equipment of measurement, the method of measurement, the environment of measurement, the person of measurement and the measurand, evaluated the uncertainty completely and correctly

    本文從在質量控制及企業的質量管理中應用不確定度出發，闡述了應用不確定度的重要性；不確定的基本理論和不確定度評定方法；並對其中易混淆的概念、難以理解和操作的部分作了重點分析；研究家用電器質量檢驗的依據、特點及典型儀器設備，並選擇工業現場中的一些有代表性的電學參數的檢驗進行案例分析，深入了解電器質量檢驗方法；從測量儀器、測量方法、測量環境、測量人員、被測量等方面詳細分析不確定度來源，在此基礎上全面評估和正確評定其測量結果的不確定度。
  16. Then, the author analyzes the leading features of middle and small high - tech enterprises and the affecting factors of r & d workers " achievement, summarizes middle and small high - tech enterprises " inspiring measures, which are the scientific reasonable system of salary ( salary on working skill, r & d workers " ownership of stock, prospective ownership of futures stockholding stock by means of technology ), perfect working life managing, efficient training plan, justified examination on workers " achievement and efficacy, company culture, emotion inspiring, and inspiring on joining work and giving right, etc., and puts forward general process and methods on the carrying out of middle and small high - tech enterprises " inspiring measures

    其次，作者分析了中小高科技企業的特點和影響研發人員績效的因素，總結出了中小高科技企業研發人員的激勵措施：科學合理的薪酬體系（崗位技能工資、研發人員持股、股票期權、技術入股） ，完美的職業生涯管理，有效的培訓計劃，公正的績效測評，企業文化，情感激勵，參與和授權激勵等，給出了激勵措施實施的一般程序和方法。最後，以杭州創業軟體集團公司為例，進行了激勵機制的實證分析。
  17. Second, prediction, exploratory factor analysis was conducted on the 296 recalled valid questionnaires, from which 7 dimensionalities of performance management were extracted : definition of the job objectives ; participation of the individuals on the objective items ; feedback on the employee performance ; support on the employee work ; evaluation on the employee performance ; performance related pay ; performance praise

    二，進行預測，然後對回收到的296份有效問卷進行探索性因素分析，得到績效管理問卷的7個維度：工作目標的明確性；目標設置中員工的參與性；對員工工作的反饋；組織對員工的工作支持；對員工工作的考評；績效工資；績效獎勵。
  18. The company area amounts to 188, 000 square meters, the total property 380million yuan, the existing staff more than 600people, have the domestic first class production and the checkout facility, the management rigorous science, the quality guarantee system perfect are reliable, the product has the honor to receive the chinese name brand the product title and the guangdong province famous brand goods the title, bid in the province to has been come out in front in the mark rate, continuous many years is choose for " heavy contract, keep promise " business enterprise

    公司佔地面積達18 . 8萬平方米，總資產4 . 5億元，現有員工700多人，年生產能力逾15億元， 2005年年產值達12 . 3億元，公司發展跨越了一個新的里程碑。公司擁有國內一流的生產和檢測設備，管理嚴謹科學，質量保證體系健全可靠，產品榮獲「中國名牌」產品稱號及「國家免檢產品」稱號，在省內投標中標率一直名列前茅，連續多年被評為「重合同守信用」企業。
  19. Besides the hotel english training programs we offer, we also developed a very sophisticated hotel staff english testing system

    除了我們提供的阿爾法酒店專業英語課程，我們同時也開發了一套完善的酒店全體員工英語評估測試體系。
  20. What is your performance testing system ? do we use formal and / or informal assessment methods and measures to determine employee well - being, satisfaction, and motivation

    目前的績效考評系統？我們是否使用正式的和/或非正式的評估和測量方法，以確定員工的福利、滿意度和動力？
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