業績導向 的英文怎麼說

中文拼音 [yèjīdǎoxiàng]
業績導向 英文
performance orientation
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 導 : 動詞1. （引導） lead; guide 2. （傳導） transmit; conduct 3. （開導） instruct; teach; give guidance to
  • 業績 : achievement; outstanding achievement
  1. This article contains three parts, five chapters. the first part introduces the incentive models of actual bonus stock synoptically, analyses the stock on hand, option shares and stock option, the three kind of important incentive models, on rights and incumbencies, value and the incentive guidance by contrast. the second part discusses the difficulties and influential factors in the design of technical bonus stock, quests for the incentive models of technical bonus stock, analyses superiority and inferior position in action, difference and interosculation between them, discusses the need and significance for the technical bonus stock reanimation in the middle - small technicalfilms. in order to make use of the technical bonus stock distribution mechanism fully, inspire the talent of technologists, encourage their devotion to films, we have some important discussion on the technical bonus stock distribution policy, introduce the distributed models of technical bonus stock, point out the questions in the excutive course, and offer the solution correspondingly. in the third part, we discuss the technical stock option design on middle - small technical films, and consider the logical thoughtfulness in the course of reanimation as follows : the more outstanding achievement for the powered man the more increase on special target the lower price on technical option premium the more profit the more effective reanimation. in the parameter, a set of detailed program is designed, which includes establishment of incentive fund, institution of merit system for the plan ' s grantors, award of stock option, determination of premium, so as to reduce random in the incentive course, have a great effect on the mormative management for the

    本文內容共分為五章三大部分，第一部分概括性地介紹了現行股權激勵方式，對現股、期股和期權這三種重要的激勵方式，從權利義務、價值和激勵導向三個方面進行了對比分析；第二部分探討了技術股權設計的難點和影響因素，討論了我國中小科技企業技術股權激勵的方式，分析它們在激勵中的優勢和不足，以及它們之間的區別與聯系，並對中小科技企業實施技術股權激勵的必要性和意義進行了探討。在文中還重點討論了中小科技企業技術股權分配的策略，介紹了技術股權紅利分配方式，指出在技術股權激勵過程中應注意的問題，並提出相應的解決辦法，目的在於充分利用技術股權分配機制，來激發技術人員潛在的創新能力，激勵他們為企業作貢獻；第三部分著重探討了中小科技企業技術股份期權的方案設計，在激勵方面，按照技術期權獲受人的業績越突出特定的指標增長越快行權價越低獲利越多激勵效果越好的邏輯思路進行考慮；在參數設計方面，對技術期權計劃中激勵基金、授予和考核、行權價格等參數進行了詳細地分析設計，旨在減少技術期權激勵過程中的隨意性，為中小科技企業的規范化管理起到一定的指導和借鑒作用。
  2. And we come to the following conclusions : ( 1 ) looked from the returns ratio target that, all funds achievement are better than the market datum combination ’ s in the sample time, but the funds overall achievement is inferior to interest rate ; ( 2 ) after the modification of the risk factor, our mutual funds outguess the market ; ( 3 ) there is not enough evidence that indicate that chinese security investment funds have choosing ability in the market opportunity and choosing ability in the security. ( 4 ) the achievement in the past of the fund can not represent market manifestation in the future of the fund. this article innovation mainly has following several aspects : ( 1 ) have established the overall target of a appraisal fund achievement and gone on the real example to analyze with the mathematics model, having solved the inconsistency problem of appraising the result of many kinds of

    在此背景下，本文希望通過借鑒國外對基金業績評價方面的經驗，結合我國的國情嘗試盡可能真實的、多角度分析我國證券投資基金在不同市場時期的業績特點，如投資基金的回報及其承擔的風險，基金經理的擇時能力和選股能力究竟怎樣，基金業績是否具有持續性等等，為基金投資者、監管者、基金管理公司以及基金的發展提供一些參考，以引導社會資源更多地流向擁有理性投資理念、資產管理能力出色的基金管理公司，實現資源的優化配置，進而推動市場投資理念走向成熟。
  3. Non - governmentalization is not only instruments, but also one kind of ideology. introducing " competition - driven ", " customer - driven ", " performance - driven " of privative department into public department result in the restructure of property intuition and change of the relation between government and public enterprise

    民營化不僅僅是一種工具，更是一種理念，將市場中的「競爭導向」 、 「顧客導向」 、 「績效導向」引入公共領域，同時引發公共企業產權制度與政企關系發生深刻變革。
  4. Moreover, green design, green material, green production, green packing, green marketing, green consumption and green recycle form the major structure of gscm the modern enterprise roust take the approaches to construct go ding policies and laws, to establish the strategic status of those policies, to reconstruct the bus ness flow of gscm and so on

    現代企業實施綠色供應鏈管理戰略模式，應從制定相應的導向性政策法規、確立綠色供應鏈管理的戰略地位、重組綠色供應鏈管理需要的業務流程、重塑綠色供應鏈企業間的相互關系和設計綠色供應鏈管理環境績效評價指標等途徑措施入手。
  5. Research of this paper opens out enclosing the subject that m & as and reconstruction of public companies can help to realize resource collocating of securities market, advance quality of public companies, and promote the optimization of structure and function of stated - owned economy. the paper researches how to change the financial and speculative reconstruction at present to the strategic and material reconstruction aftertime. firstly, the author proves the feasibility of m & as and reconstruction that conduces to advance management efficiency of companies and efficiency of securities market in theory, and emphasizes on some conceptions which have certain differences between westward m & as and reconstruction market and ours

    西方的並購重組理論為我們提供了一定的思考的角度，其中比較有代表性的有效率理論，從管理、經營、財務的協同效應和多元化經營、戰略重組等方面解釋了並購重組對改善企業經營管理的可能性；代理問題理論，把並購重組作為解決企業委託代理問題的一個外部機制，即當由於公司管理層的無效率或代理問題而導致公司經營管理業績不佳的時候，公司就可能面臨著被收購的威脅；信息與信號理論，認為並購重組信息向市場傳遞了有關公司管理、股票價值、資本結構等方面的信息，從而引起公司的市場價值被重新評估，導致股價波動。
  6. In the paper i investigate the postion & performance & payement of zhejiang thermal power construction company " s human resource, the recombined organization pattern and the demanded human resource quantity & designability during the year 2004 to 2008. all these mentioned above are on the basis of the original and adjusted layout of national electricity corporation, analyzing the intending competition strategy and trend of development of electric power construction industry

    結合國電公司原十五規劃及調整后規劃、分析電力建設行業未來的競爭戰略和發展趨勢的前提下對浙江省火電建設公司的人力資源戰略的崗位管理、績效管理、薪酬管理三個重要組成部分和強調以流程為導向的組織模式重組以及2004年- 2008年期間的人力資源需求總量和結構性需求進行了探討和實現。
  7. At pepsico, we like to win. we are committed to being market leaders and strengthening our go - to - market system all over the world, and at pepsico results are recognized and rewarded

    在百事我們享受勝利。我們致力成為市場領導者並把我們的系統推向世界各地。百事認可並嘉獎業績。
  8. Based on a general overview of firm performance assessment theories, this study makes a comparison between traditional performance measures and strategy - oriented performance measures, analyzes the existing performance measurement system of the national aviation oil companies. the thesis has a literature review of the balanced scorecard researches and applications, expounds the advantages of the balanced scorecard over traditional measurement systems in revealing the intension of firm performance, analyzing the critical factors behind firm performance and providing information support for firm strategy, documents the relationship between the balanced scorecard and firm strategy, and puts forward the idea of strategic performance. by using the data and background information from one of those national monopoly oil companies, this study a ppraises the limits of this sort of companies " performance measurement system, applies balanced scorecard method to this kind of national monopoly oil company, designs questionnaires to collect experts " opinions, colligates the opinions, selects kpis, builds experimentally the first strategy performance assessment indicator system in this kind of company, determines the indicators " parameters, uses the real corresponding data to measure the 6 business lines of this company, through comparing the assessment result with the strategic standard, a conclusion is drawn and suggestions are put forward about how to exploit the performance potential under present conditions

    在對績效測評理論進行回顧的基礎上，本文研究了傳統測評指標體系與戰略導向的測評指標體系的區別，總結了中國航空油品經營企業的績效測評現狀，對平衡計分卡理論研究和應用進行了綜述，分析了平衡計分卡在揭示績效內涵和影響績效的因素、發揮績效測評的信息作用等方面的優勢，論述了平衡計分卡與企業戰略的關系，提出了戰略績效的概念，並結合某壟斷性油品經營國有企業的實際，評述了此類企業傳統績效測評指標的局限性，借鑒平衡計分卡思路，通過設計調查問卷、收集專家意見並加以綜合分析等工作，選取關鍵績效指標，探索性地建立了中國壟斷性航油經營國企的首個企業戰略績效測評指標體系，並確定了指標有關參數，對應指標的統計口徑採用經調查獲得的測評所需數據，對該企業6個業務板塊的績效進行測評，通過對比分析得出在現有條件下如何挖掘潛力的結論和建議。
  9. Finally, many managers subscribe to the common refrain that being " competitor oriented " means a zero - sum rivalry in which maximizing market share or winning a price war will naturally improve their firm ' s bottom line

    最後，管理者們贊成「競爭者導向」的普遍觀點，這意味著一場零和競爭，在此之中最大化市場份額或贏得價格站就會提高企業的業績。
  10. The customer amount increased. then analyzes the new focus strategy which includes core competence, market expanding, aggression strategy, new organization structure and resource strategy, and result - oriented communication strategy

    隨后通過分析新的聚焦戰略實施? ?核心競爭力和市場定位的確定、市場拓展和進攻性戰略實施，以及配套的組織結構、資源戰略匹配，業績追蹤和控制導向的溝通策略實施。
  11. The paper also discusses the means how to perform a strategy - oriented bpr program : it makes comparisons and analyses on application of critical success factors ( csf ), proportion analysis, importance and performance matrix in selections of processes objects to be reengineered, it also lays emphasis on the application of quality function deployment ( qfd ) into bpr implementation for the " bottleneck " activities in the selected processes

    接著研究了如何以戰略為導向實施流程再造的方法：比較分析了csf法、權重分析法、績效性重要性矩陣等方法在再造對象的選取中的應用，解決了尋找企業核心流程的方法；重點研究了質量功能配置（ qfd ）法在再造實施中的應用，以尋找流程環節中的瓶頸問題。
  12. Although many companies realize that long - term partnership orientation can enhance their benefits and performance, but they don ' t know how to build long - term relationship with channel members

    雖然許多企業了解長期導向的關系交換能為企業帶來相當多的利益，且有助於長期績效之提升；但大多數企業卻不知如何去建立此一伴關系長期導向。
  13. In the paper, the author points out in light of plenty of management cases and his own long - term work experiences that the process of the performance management should be " employees participation centered, employees development oriented, along with the effective and interactive communication "

    筆者參閱了大量的企業管理案例並結合自己的實際工作經驗提出了以雇員參與為中心，雇員發展為導向，有效、互動的溝通為手段貫穿績效管理的全過程。
  14. Two research streams come into being, one is culture perspective, and the other is behavior perspective. second, author pays the emphasis on the status quo of the research on relationship between mo and corporate performance overseas and domestic, summarizes the defects of the mo and corporate performance measurement, and provides research framework for the following parts

    市場導向理論是營銷理論的發展，主要分為文化觀與行為觀兩大派；其次，重點綜述市場導向與企業績效相關性研究的國外、國內現狀，分別從市場導向測量以及績效測量等方面對現有理論的不足進行總結。
  15. Through the collection of internal information, industry information, by the using of questionnaires, interviews, work - log, observation and other methods, we have a comprehensive understanding of the company. then focused on the status of human resources management and performance diagnostic analysis of the current situation, we identify problems and resolve these issues to determine the ways and ideas. by the relevant theoretical guidance of performance management, this article use the method of pie chart analysis, swot ( strengths, weaknesses, opportunities, threats ) analysis, radar map analysis, fish bone analysis, combined with bsc ( balanced scorecard ), kpi ( key performance indicators ), and use the idea of mbo ( management

    在績效管理相關理論的指導下，本文利用了餅圖分析法、 swot分析法、雷達圖分析法、魚骨圖分析法等分析方法和工具對所收集的信息及數據進行分析處理，結合平衡計分卡（ bsc ）及關鍵績效指標（ kpi ）法的基本原理，利用目標管理法（ mbo ）的思想，將以結果為導向和以過程為導向的考核方法做了綜合，提取出了基於戰略，以崗位目標為導向，行為和業績並重的績效指標體系和具體的績效考核實施方案，並根據公司人力資源實際情況，結合績效管理pdca的理論思想，成功設計出了一套完整實用的績效管理體系。
  16. All actions point toward business results ? a composite of customer, product and service, financial, and internal operational performance results, including human resource and social responsibility results

    所有活動都是以綜合經營結果為導向?顧客群、產品和服務、財務的以及內部運作的業績結果，包括人力資源和社會責任結果。
  17. The discourse analyzed the traditional net income and the stock price performance evaluation indexes, proposed that the connection between the economic value added ( eva ) and the market value added ( mva ) supervises the operator performance evaluation, and designed the long - term and the short - term ’ s incentive contracts based on the chosen performance evaluation indexes. we proposed some advices to enterprises in china which execute the operator performance evaluation finally

    並具體分析了傳統的凈收益和股價業績評價指標的不足，提出以經濟增加值（ eva ）和市場增加值（ mva ）相結合作為激勵導向的經營者業績評價指標，並以所選擇的業績評價指標為基礎，設計了長期激勵與短期激勵相結合的經營者激勵報酬契約。
  18. Based on koch & laurent ' s viewpoint on three requirements for explaining the behavior of complexity system, this thesis focuses on the theoretical and empirical study of the following four research questions by comparison, integration and development of different disciplines and methods such as organization theory, innovation theory, the theory of the firm, complexity science, system theory, organizational learning and knowledge management, and psychics : ( 1 ) critical success factors ( csfs ) of organizational innovation of manufacturing enterprises in the it - based networked environment ; ( 2 ) the systematic behavior of organizational innovation and its complexity ; ( 3 ) the correlation among environmental turbulence, organizational innovation elements ( organizational culture innovation, it innovation, processes innovation and organizational structure innovation ), organizational innovation competence and organizational performance ; ( 4 ) the pattern of integrated organizational innovation ( ioi ) of manufacturing enter prises in the it - based networked environment

    因此，本研究以問題為導向，從跨學科角度藉助組織理論、創新理論、企業理論、復雜性科學、系統論、組織學習、知識管理和心理學等不同學科理論與方法的比較、融合與發展，遵循koch & laurent （ 1999 ）所指出的解釋系統行為的三點要求，緊緊圍繞網路環境下製造企業集成組織創新機理與模式所包含的四個具體研究問題，從以下四個方面對網路環境下製造企業的集成組織創新進行了理論和實證研究： （ 1 ）網路環境下製造企業組織創新的關鍵成功因素； （ 2 ）網路環境下製造企業組織創新的系統行為及其復雜性； （ 3 ）網路環境下製造企業組織創新要素（信息技術創新、組織文化創新、流程創新和組織結構創新）和組織創新能力之間的互動關系及其對組織績效的作用機理； （ 4 ）網路環境下製造企業的集成組織創新模式。
  19. The tsm as a sales - oriented engineer with a background in r & d, is the key staff that will drive the growth of company business through the design of new products

    Tsm是一個以銷售為導向，具有研發背景的職位，是通過研發新型產品，推動公司業績成長的關鍵角色。
  20. It ’ s a kind of enterprise method that makes sure of continuous success and strategic significance and conformity in the enterprise. at the same time, with the adoption of performance examination, the enterprise can fulfill the continuous development of employees ’ performance ; the team spirit and performance can be strengthened and improved ; the employees can establish a harmonious, constructive and opening relationship with administrators ; furthermore, the employees can be provided a chance to get promoted

    通過績效管理，可以幫助企業實現其績效的持續發展;促進形成一個更加績效導向的企業文化;激勵員工，使他們的工作更加投入;促使員工開發自身的潛能，提高他們的工作滿意感;增強團隊凝聚力，改善團隊績效;通過不斷的工作溝通和交流，發展員工與管理者之間的建設性的、開放的關系;給員工提供表達自己的工作願望和期望的機會。
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