業績考核 的英文怎麼說

中文拼音 [yèjīkǎohé]
業績考核 英文
feedback on performance
  • 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
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 核 : 核構詞成分。
  • 業績 : achievement; outstanding achievement
  • 考核 : examine; check; appraise; assess （sb. 's proficiency）
  1. By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market

    分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。
  2. Strengthen the oversight system for state assets by establishing a sound operating and budget system for state capital a sound performance evaluation system and a sound system for assigning responsibility for major losses of state assets

    健全國有資本經營預算制度經營業績考核體系和國有資產重大損失責任追究制度
  3. The motives for deliberately fraudulent accounting information include seeking personal profits, deceiving the general investors, acquiring loans deceptively, meeting performance indicators, and evading or lightening taxes

    故意製造虛假會計信息的動機有：謀私利、欺騙投資者、騙取貸款、應付業績考核、逃稅、避稅等。
  4. Strengthen the oversight system for state assets by establishing a sound operating and budget system for state capital, a sound performance evaluation system and a sound system for assigning responsibility for major losses of state assets

    健全國有資本經營預算制度經營業績考核體系和國有資產重大損失責任追究制度
  5. We will strengthen the oversight system for state assets by establishing a sound operating and budget system for state capital, a sound performance evaluation system and a sound system for assigning responsibility for major losses of state assets

    完善國有資產監管體制，健全國有資本經營預算制度、經營業績考核體系和國有資產重大損失責任追究制度。
  6. We need to promptly improve legislation pertaining to oversight and management of state assets and methods for its implementation, conduct research to establish a budgetary system for state capital management and a performance evaluation mechanism for enterprises, and make sure that the responsibilities for state asset management are truly met

    抓緊完善國有資產監督管理相關法規和實施辦法，研究建立國有資本經營預算制度和企業經營業績考核體系，進一步落實國有資產經營責任。
  7. Establishing a sound performance evaluation system for state capital

    健全國有資本經營業績考核體系
  8. Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion

    本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。
  9. Norms system for checking the achievements of fixed point inspectors

    點檢員業績考核指標體系
  10. The mckinsey assessment system is a method for assessing the performance of the senior management, specially designed by mckinsey & company for oil production industry in china. through three years of trying out, the effectiveness is not satisfied because the assessment results are far away from the actual performance

    油田企業管理人員麥肯錫考評體系是麥肯錫咨詢公司專門為中國石油及其下屬企業高級管理人員設計的一種業績考核方法，已經在實際中運行了三年，效果並不理想，考核結果與實際相差甚遠。
  11. The research on the incentive mechanism, whose difficulty and stress focuses on the design of the compensation mechanism, includes the proportion of the salary, bonus, stock option and selection of the target of firm performance, etc. because of the flaws in the marked mechanism and corporate governance in our country, we need think more over, such as the object of the applied, stock option and the internal & external environments in the design of the soe operator ' s annual salary system

    從國外在該領域的研究成果來看，目前經營者年薪制設計的難點和重點集中在報酬結構的設計，即工資、獎金、期權收入的設計及比例、經營者業績考核指標的選擇、激勵強度的實證分析和信息揭示效率的研究等方面。我國由於在市場競爭機制、公司內部法人治理結構、法律環境完善等方面存在缺陷，使得國有企業經營者的報酬設計除了上述各方面外，還須對經營者年薪制的實施對象、期權設計、內外環境進行分析。
  12. Under the guidance of the theories of organization design and organization strategy management, this thesis concludes the characteristics of personnel function system, and expounds the reference standards of controlling the number of personnel positions of corporations of csic through analyzing technology, resource and ability of csic ; then, applying the theory and methodology of organization strategy management, business process reengineering and human resource management and development, this paper analyzes and designs personnel function system of csic, inquires into management information system that is connective with function system, shows the procedure, contents and function direction model of position analysis and design of csic which has been applied to position appraisals of no. 703 research institute ; next, the thesis analyzes and designs the models of personnel performance appraisals, gives development procedure of performance appraisals index and illustrates the index integrated with the corporati ons " actualities ; finally, in this paper, performance appraisals index system of personnel on management and technology was designed, and also the personnel performance appraisals model using ahp methodology combined with performance appraisals index system of management personnel

    本文以有關組織設計和組織戰略管理理論為指導，通過對csic的技術、資源和能力進行分析，得出其人才職務體系的特點，提出了csic企事業單位人才職位數量控制的參考標準；然後，運用組織戰略管理、業務流程再造和人力資源管理開發理論和方法，對csic人才職務體系進行了分析與設計，並對與職務體系相結合的管理信息系統進行了探討；其次，給出了csic職位分析與設計的程序、內容和職務說明書範例，並將其運用到703研究所的職位評價中；再次，對csic人才績效考核模式進行了分析和設計，給出了績效考核指標開發流程，結合企業實際對業績考核指標進行了說明；最後，設計了管理和技術人才的績效考核指標體系，並運用ahp法結合管理人才績效考核指標體系構建了人才績效考核的模式。
  13. A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on

    本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。
  14. With respect to the present problems of the paotcs and by learning from the appraisal expertise abroad, as well as the successful experiences of performance appraisal of employees in private sector, this dissertation sets up the principle, major criteria, devising methods of paotcs at the current stage in our country, and it also further details and quantifies the five conventional indicators : morality, capability, diligence, achievement, integrity. it explores the quantification methods of those five quality indicators and how to design the appropriate cycle length of appraisal

    針對公務員考核指標及周期中的問題，借鑒國外公務員考核的成果和私營部門員工績效考核的成功經驗，提出在現階段我國公務員考核指標的設計要求和原則、主要指標和設計方法，進一步細化和設法量化傳統的德、能、勤、績、廉五個指標，為便於研究，將公務員考核指標分為素質考核指標和業績考核指標，研究了指標量化的方法，並研究了怎樣確定合理的公務員考核周期。
  15. Underground this background and based on experience of ceo establishment in western corporations and actually practice of cgs in china ' s enterprises, the article systematically analyses the establishment of cgs, the engagement system of ceo, the evaluation system and the incentive and restriction system of ceo. the author designs a ceo engaging model and an achievement evaluation model

    本文正是在這樣的背景下，在借鑒西方公司設立ceo的制度建設的基礎上，結合我國企業公司治理結構的實際情況，對我國企業設立ceo時相關的公司機構設置問題、 ceo選拔聘用機制問題以及ceo業績評價和激勵約束機制等問題進行了系統的分析，建立了ceo選拔模型以及ceo業績考核模型。
  16. 3worked as a engineer at comba telecommunication technology ldt. for one year, have experience for both hardware and software especially fpga designing ; worked as a human resources commissioner in the same company for half a year, taking mainly charge of the monthly and the quarterly achievements checking, new employee training, document management ect

    一年的研發工作經驗，從事過軟硬體開發，軟體主要是fpga設計半年的人事管理經驗，為部門的人事專員，主要負責部門內部工程師及助理人員的月季度業績考核，新員工及各分公司員工的入職培訓部門檔案管理以及與總公司人力資源部的溝通與協調。
  17. Using objective criteria and method, through scientific program, it evaluates and makes hierarchy for government working effectiveness. in the country, it is a governmental management method both in government system today and part of government and public service exporting marketing in the future. it will be also an important way and method for the public expressing their rights and participating governmental management

    政府績效評估不再是傳統意義上單一的業績考核，而是一種全新的管理理念與方法，它運用客觀的標準、方法，通過科學的程序，對政府績效進行評定並劃分等級，貫穿了組織績效管理的全過程;既是國家在現存政治制度的框架內、在政府部分職能和公共服務輸出市場化以後採取的政府治理方式，也是公眾表達利益和參與政府管理的重要途徑與方法。
  18. Solutions for enhancing performance management after implementing management performance evaluation

    實行經營業績考核后強化績效管理的措施
  19. Specially, the staff performance evaluation maintains rigid, superficial and formalized, what is more, the system setup is backward and most of the quantification control still is in the task prospectus, which result in non - objective and partial performance evaluation. the performance lacks close connection with the interests of staff and divisions. to be worse, the functions of incentive and constraint in organizations cannot be well practiced and all the negative affects above - mentioned prohibit, in essence, the system reforms from deepgoing in maritime system

    特別是對人員業績的考核工作不力，表面化、形式化現象嚴重，制度建設落後，量化管理大多停留在任務計劃書中，難以體現業績考核的客觀性和公正性，業績與人員和部門利益脫鉤，不能很好地實踐組織激勵與約束的功能，阻礙了海事系統各項制度改革的深入開展。
  20. It formed a management mode, the content of this mode is that the branches of huaxing changsha construction bank and the head office are all in charge of operating, while the head office is responsible for the management, which is a kind of client - sector mode of customer management. it established an achievements assess system which is comprehensive profits centered and combined quality and quantity. it also established a series of achievement assess system

    其主要特點有：長沙華興建行設立了直接面向客戶的營銷管理部門? ?公司業務部，形成了二級經營、一級管理的客戶部型的客戶經理制的組織管理模式；建立了以綜合模擬利潤為核心、定量和定性相結合的業績考核體系以及待遇與考核情況掛鉤的一系列激勵制度等。
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