末位淘汰 的英文怎麼說

中文拼音 [mòwèitáotài]
末位淘汰 英文
the person graded last in the performance evaluation will be laid off from his position
  • 末 : Ⅰ名詞1 （東西的梢;盡頭） tip; terminal; end 2 （非根本、非重要的事物） nonessentials; minor detai...
  • 位 : Ⅰ名詞1 （所在或所佔的地方） place; location 2 （職位; 地位） position; post; status 3 （特指皇帝...
  • 淘 : Ⅰ動詞1 （在水或其他液體中攪蕩 除去雜質） wash in a pan or basket; rinse 2 （舀出污水等） clean ou...
  • 汰 : 動詞（淘汰） discard; eliminate
  • 淘汰 : 1 （排除） eliminate through selection or competition; be sifted out; weed out 2 （廢除不用） die...
  1. The 3 bottom teams will be demoted

    末位的三支球隊將遭到淘汰。
  2. Inadvisable practicing the system of eliminating the finality through selection in the personnel system management in universities

    高校人事制度管理中不宜實行末位淘汰制
  3. Oppugning civil servant end - place wash out system

    質疑公務員末位淘汰制
  4. Legal thinking on elimination of the least competent

    末位淘汰制的法律思考
  5. Comprehending the management system of eliminating the worst completely

    全面看待末位淘汰制
  6. Research on system of the eliminated last one in performance assessment

    績效考核中末位淘汰制的研究
  7. Discussion on the last - position eliminating system in performance management

    論績效管理中的末位淘汰制
  8. Putting into practice the eliminating of the last in the process of reform and improvement

    在改革完善中深入實施末位淘汰制
  9. Through elimination of the last one, position adjustment, salary adjustment can organize goal change each worker own need, combine the interests of enterprises with worker ' s personal need ingeniously, make people work hard actively, voluntarily

    通過末位淘汰、職位調整、薪酬調整，可以把組織目標變成每個員工自己的需要，把企業的利益與滿足員工個人的需要巧妙地結合起來，使人們積極地、自覺自願地努力工作。
  10. Below this kind of circumstance, end fall into disuse make even if a kind remove illegally the behavior of the contract

    在這種情況下，末位淘汰制就是一種非法解除合同的行為。
  11. The elimination system to the last teacher is a disputable system in school ' s personnel system innovation in recent years

    摘要教師「末位淘汰制」是近年來學校人事制度改革中頗具爭議性的一項制度。
  12. This kind of end eliminate a system actual it is unit of choose and employ persons before termination of contract one - sided removes the behavior of labor contract

    這種末位淘汰制度實際是用人單位在合同期滿之前單方面解除勞動合同的行為。
  13. So - called minor details falling into disuse is to point to unit of a few choose and employ persons to be assessed in the round through undertaking every year to employee, hit cent and rank to dismiss the platoon is in end a few employee, encourage with rising advanced, lash junior method

    所謂末位淘汰是指一些用人單位通過每年對員工進行全面考核、打分和排名來辭退排在末位的幾名員工，以起到鼓勵先進、鞭策后進的方法。
  14. With the development of personnel system reform in chinese public institution, the teachers - engagement system in university come to reality. as well known, the foundation of teachers - engagement system bases on scientific teacher assessment. unfourtunately, the current assessment theory of university teachers is obviously unable to explain or solve those problems occurred in university teacher assessment. thus reforming on current university teacher assessment system and raising human resources management skills of university become more and more urgent. there are two popular teacher assessment theories at present, one is teacher assessment aiming at reward and punishment, another, another is developmental assessment of teacher, the two kinds of assessment theories both have their own drawbacks : teacher assessment aiming at reward and punishment pays over attention to the function of choice and appraisal, this can be found easily in lately universities of china, such as " survival of the fittest ", " reward best and punish worst ", " eliminate the lasf ' and so on ; although developmental assessment of teacher declares to promote teachers - efficiency under no pressure of reward or punishment, it lacks of operation ability and needs to spend lots of time and resources, thus it is very hard use in real situation

    目前在教育領域流行的教師評價主流是獎懲性教師評價（總結性教師評價）和發展性教師評價，但這兩種教師評價體系都或多或少的有各自的弊端：獎懲性教師評價過于偏重鑒定選擇功能，近幾年在我國高校教師評價中經常用到的「優勝劣汰」 ， 「獎優罰劣」 ， 「末位淘汰」 ， 「能者上、庸者下」等等，都充分反映出我國教師評價中以獎懲為目的的鑒定選擇功能發揮到了極致；而近年引入國內的發展性教師評價理論雖然標榜是一種不以獎懲為目的而是在沒有獎懲的條件下促進教師的專業發展，從而實現學校的發展目標的評價體系，但由於其可操作性不強，在發源地英國和美國的實施情況卻並不如意? ?需要耗費大量的資源和時間而難以真正貫徹落實。
  15. The article thinks : in term of expecting the theory in the performance goal - setting link, put forward goal should concrete, degree of difficulty proper, what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately, comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one, position adjustment and the salary adjustment

    文章認為:績效目標設定環節中從期望理論的角度，提出了目標應當是具體的、難度適當的、被員工所接受的等原則和觀點;績效管理實施環節中，應該進行持續不斷地績效溝通;績效評估環節中分別從評估維度的缺失和公平性問題來展開研究，應保證評估的全面性和公平性;正負激勵環節中從末位淘汰與職位調整以及薪酬調整的視角解讀員工行為。
  16. This paper described the background and hmr of this company through some examples such as " salary reform ", " company initiation " etc. the second part analyzed some problems mentioned in this case and put forward some methods to solve it, which provide the reference for the development of company

    在文中通過「公司初創」 、 「公司需要一位副總經理」 、 「波折」 、 「遭遇『末位淘汰』 」 、 「工資應該改革了」等幾個事例，介紹了該公司成立的背景以及這兩年發展過程中所遇到的一些人力資源管理方面的問題。
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