潛在績效 的英文怎麼說

中文拼音 [qiánzàijīxiào]
潛在績效 英文
potential performance
  • 潛 : Ⅰ動詞1 （隱在水下） go underwater; hide under water; dive 2 （隱藏） hide3 [書面語]（涉水） wade ...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 效 : Ⅰ名詞（效果; 功用） effect; efficiency; result Ⅱ動詞1 （仿效） imitate; follow the example of 2 ...
  • 潛在 : latent; potential; lurking
  • 績效 : performance appraisal
  1. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  2. 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。
  3. Reasonable mechanics of benefit sharing and risk allocation between partners is helpful for enhancing the performance and efficiency in agile supply chain operation. unfortunately, the potential risk and uncertainty is vital to operation in agile supply chain environment

    合作夥伴間公平合理的風險分擔與利益共享機制有助於敏捷供應鏈運營績效和整體效益的提高，但潛在的風險和不確定性對敏捷供應鏈的正常穩定運營構成威脅。
  4. 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。
  5. The third part is based on the former two parts, under the context of space power resources technology, designs and improves human resources management system and efficiency assessment system, so as to farther improve the management efficiency and fully explore the potential in the running of the company

    第三部分是在前兩部分基礎上，結合航天電源科技進行人力資源管理系統、績效評價體系的設計提高管理績效、挖掘潛力促進企業的經營。第四部分對系統運行情況進行評估，同時反映人力資源管理在西部落後地區的意義。
  6. The developments are researched in main introduction dissertation research aim, sense, substance and means and home and abroad to first section introduction ; human resource development administration fundamental theory together with practice foundation were elaborateed to second section. and imports wu gang ' s human resource and administer at some inspirations that obtain ; third section is by means of the greats quantity data examples, and the presentsituation to analyse wu gang ' s human resource development reaches the problem that is through amount up the quality, and demonstrated to create fundamental reason of problem along with settlement problem at some considerations ; the four bibliographic categories branch was depictd wu gang ' s continueing development target program from the end of the tenth - five - year plan to 2010, and utilizes contemporary labour power resources development administrations idea and mathematical model. and is living to adjust wu gang ' s human resource to be underway on the systematic conformity base

    第一部分緒論，主要介紹論文研究的目的、意義、內容和方法及國內外研究動態；第二部分闡述了人力資源開發管理的基本理論與實踐依據，並導入武鋼人力資源管理得出的幾點啟示；第三部分通過大量的數據例證，從數量到質量分析了武鋼人力資源開發的現狀及存在的問題，論證了造成問題的根本原因以及解決問題的幾點思考；第四部分描述了武鋼到「十五」末至2010年的可持續發展目標規劃，並運用現代人力資源開發管理的思想和數學模型，在對武鋼人力資源進行系統整合的基礎上，制定了武鋼人力資源目標規劃；第五部分闡述了武鋼人力資源開發的戰略和對策：改革管理、人本第一，結構調整、開發潛能，目標培養、重點開發，知識更新、整體開發，績效考核、激勵創造，利益捆綁、留住人才。
  7. Being the latent and lasting individual feature, competence quality forms the cause and effect relation with efficiency or excellent performace in reference to certain standards in specific work or environment

    勝任力是潛在的、持久的個人特徵，它與一定工作或情境中的、效標參照的、有效或優異績效有因果關系。
  8. The potential applicability and value of economic value - based performance measures in chinese business enterprises

    經濟附加值績效評價在中國企業中應用的潛在價值
  9. This month, we will focus on what it takes to create and sustain a high - performing team that can produce potential masterpieces

    本月，我們將關注怎樣建立並維護一個高績效的團隊，以產生潛在的傑作。
  10. Two professors in the harvard university - robert s kaplan and david p norton responded the call of the times. on the basis of summarizing successful experience of performance management system of twelve large - scale enterprises, it took them a few years and finally they advanced the balanced scorecard in 1992

    哈佛大學robert ? s ? kaplan和david ? p ? norton兩位教授響應時代的要求，在總結了12家大型企業績效管理系統的成功經驗的基礎上，經過數年的潛心研究，於1992年提出了平衡記分卡。
  11. Under the market economy of circumstance, specially after we joined wto, along with the finance open step by step, the compete of banking became more and more impetuosity, the compete of operation is realized by the compete of person finally. for a commercial bank, if you want to remain invincible in market compete, you must set up an adaptive manpower resource opening system, moreover performance assess and encourage system that regarded as cure content is particularly important. scientific and effective performance assess and encourage system can dig employee potential fully, optimize the resource configuration of corporation. actualize effective system. at the same time the corporation realize manage aim, also make the operator and employee realize oneself importance, satisfy oneself demands, hence make themselves gain permanent compete

    在市場經濟環境下，特別是我國加入wto后，隨著金融業的逐步開放，銀行業的競爭日趨激烈，業務的競爭最終是通過人才的競爭來實現的。作為一家商業銀行要想在市場競爭中立於不敗之地，就必須建立相適應的人力資源開發系統，而績效考核與激勵系統作為其中的核心內容顯得尤為重要。科學、有效的績效考核與激勵系統，能充分挖掘員工的潛力、優化企業的資源配置；有效的系統實施，既能使企業的經營目標的以實現，又能使經營者和員工的自身價值和需求得到滿足，並因此而使企業獲得持久的競爭力。
  12. In order to make the civil servants obtaining better performance, it was needed to bring all motivation factors into play to encourage the civil servant ’ s initiative, active and creative, develop their working potential, obtain higher efficiency, realize the working goal

    為了能夠讓公務員在工作中取得更大的績效，就需要調動一切激勵因素來提高公務員的積極性、主動性和創造性，充分發揮他們的工作潛能，從而提高工作效率，使得工作目標得以實現。
  13. The authors works as the manager for mead ' s wrol business in china, based on the vast amount of primary and first - hand data and market information collected, the author conducted an in - depth analysis on the product life cycle of laminate flooring in china and the leading indicators of its phase turning points, industry economic dynamics, competitive situation, the forces driving the industry changes. the author has tried to forecast and project the prospect and development trend of laminate flooring industry in china. based on this trend analysis, the author analyzes the competitive environment and competitive forces that mead wrol business is facing, and the strength and weakness of mead ' s internal resources by using michael porters " 5 - forces model and swot analysis model and reformulate the business strategy of mead wrol in china

    作者在深入了解了耐磨表層紙產品的主要市場- - - -中國強化復合地板市場的發展趨勢的基礎上，進一步通過運用五種競爭力量模型、企業swot分析等原理深入分析了美德公司耐磨表層紙產品目前所處的競爭環境、面臨的競爭壓力，以及美德公司自身的資源優劣勢、市場機會與潛在威脅等，最終依據保持公司核心競爭能力，把握市場增長機會，建立對危及公司競爭地位和未來業績的外部威脅的有效防禦的原則，規劃出美德公司耐磨表層紙產品在中國市場的經營策略，以保證其適應外部競爭環境的發展變化，保持美德公司在中國強化復合地板行業耐磨表層紙供應中的領先競爭地位。
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