生產績效管理 的英文怎麼說
中文拼音 [shēngchǎnjīxiàoguǎnlǐ]
生產績效管理
英文
production performance management- 生 : Ⅰ動詞1 (生育; 生殖) give birth to; bear 2 (出生) be born 3 (生長) grow 4 (生存; 活) live;...
- 產 : Ⅰ動詞1 (人或動物的幼體從母體中分離出來) give birth to; be delivered of; breed 2 (創造財富; 生...
- 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 ...
- 管 : Ⅰ名詞1 (管子) pipe; tube 2 (吹奏的樂器) wind musical instrument 3 (形狀似管的電器件) valve;...
- 理 : Ⅰ名詞1 (物質組織的條紋) texture; grain (in wood skin etc ) 2 (道理;事理) reason; logic; tru...
- 生產 : 1 (使用工具創造生產、生活資料) produce; manufacture 2 (生孩子) give birth to a child; childbi...
- 績效 : performance appraisal
- 管理 : manage; run; administer; supervise; rule; administration; management; regulation
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Based on the conclusion of previous investigation, using the systematic analysis method, putting the goal of performance evaluation system into the center, i have studied the basic pr i nc i p i es and procedures i n estab i i sh i ng performance eva i uat i on system, the influences of environmental factors on enterprise ' s performance evaluation and how to setting target, bench work and method of performance evaluation. i hope these efforts will benefit us for further research in this field
本文是在現有的國內外調查研究結論的基礎上,立足於規范的系統分析,以企業績效評價的目標? ?服務于戰略管理為主線,研究有效的企業績效評價應遵循的基本原則和程序;分析企業內外部環境因素對績效評價產生的影響及如何確立企業績效評價標準、構建績效評價指標體系、選擇績效綜合評價方法,以期對該領域的研究有所貢獻。Second chapter analysis the scientific misconduct reason. firstly, it lack science spirit. science spirit is basic moral norm that scientist set up and agreement norm for science study. because of many kinds reasons, the science spirit in the our country ca n ' t develop well, make the growth of science spirit in our country exist serious drawback, cause scholarship atmosphere not well. secondly, the scholarship judge rules have serious drawback. the manage way of quantity not used well for the scholarship management. the quality of the spirit product ca n ' t definition or measure by their quantity. the present scholarship of encourage system exist utility phenomenon, but impatient of scholarship management is the sources that produce large quantity plagiarize. the scholarship periodical uses the manuscript period over long, cause one manuscript give to some periodical. third reason is lacks of supervise, control and make track for the system of punish. the fourth is an administration management to act for the scholarship manages administration right dominate scholarship bushiness, cause official " look for rent " behavior
由於種種原因,科學共同體的科學精神在我國一直無法得到充分的發展,使得我國學術界的科學精神氣質的發育存在著嚴重的缺陷,由此導致了學風不正。其次是學術評價機制也存在嚴重的缺陷,量化管理方式並不適用於學術管理。學術研究者的精神產品的質量和績效是無法用數量來界定或衡量的,高校的評價機制同樣存在嚴重的缺陷,現在的學術鼓勵制度,存在著明顯的急功近利現象,而急於求成的學術管理正是產生大量學術剽竊、論文抄襲現象的根源之一。In this paper, enterprise - operators are viewed as top managers who are entrusted by their enterprise - owners to take the responsibility for the operation of the enterprises ; entrepreneurs are successors of those enterprise - operators who can effectively combine long - run development of their enterprises and the maximum of their individual benefits, by applying their enterprise - operator - type human capital to analyses, judgments and comprehensive decisions in terms of their production and transaction activities, and undertaking the corresponding risks ; warders refer to the degraders of enterprise - operators who perform unsuccessfully or under the average because of their la ck of human capital or efforts. becoming entrepreneurs is the aim that enterprise - operators expect to reach ( but not necessarily the aim they initiatively pursue. ). enterprise - operators themselves do not wish to degenerate into warders
筆者認為企業經營者可以解釋為受企業所有者委託專門從事企業經營管理活動並對其結果承擔責任的高級管理人員;企業家是以經營企業為職業,通過利用自身經營型人力資本,對企業生產性活動和交易性活動進行分析判斷、綜合決策、組織協調與學習創新活動並承擔風險,最終實現了企業長遠發展和自身最大利益有效結合的人,企業家是經營者中的成功者;而所謂看守人是指經營者中由於自身人力資本所限或努力不足而經營失敗或經營業績低下者,看守人是企業家的對稱,是經營者中的劣化者。It ’ s done several tasks concretely as followed : 1 ) analyze and research mrm and its training curriculum ‘ s background and development ; conclude the principle of mrm, content and its thinking methods systematically ; summarize foreign scholars ’ research fruits on the performance examination of mrm. 2 ) research maintenance human factors and come up with a frame of maintenance human errors analysis and its categories. in the mean time, point out that people need to look upon mrm as a conprehensial measure to reduce human errors in mrm ’ s research and practice3 ) relatively deeply and meaningfully research on how to introduce and execute mrm in our country ’ s aviation circle ; put forward researching results on introducing mrm as well as key jobs we need to do in the future in our country
具體做了以下幾個方面的研究工作:一是分析研究了維修資源管理及其訓練課程的產生發展及其背景,系統地歸納了維修資源管理的原理內容及其思想方法,總結了國外學者對維修資源管理績效考核的研究成果;二是對維修人為因素做了相關研究,提出了維修差錯原因分析及維修差錯分類框架,指出在對維修人為因素的研究和實踐中,需要更多地採取維修資源管理及其訓練這樣的綜合性措施去減少維修人為差錯;三是對國內航空界引進並實行維修資源管理做出了相對深入並有實際意義的研究與探索,對國內引進並實施維修資源管理及其訓練課程以及將來的重點工作,提出了研究結論。To exercise control, managers must decide which goals to measure - perhaps goals pertaining to productivity, quality, or responsiveness to customers - and then they must design information and control systems that provide the data they need to assess performance
在履行控制職能的過程中,管理者首先要確定測評的目標(目標可能涉及生產力、產品質量、對顧客需求的反映等) ,然後,必須設計出信息和控制系統,以便為評估績效提供所需要的數據。Firstly this part introduces present situation of performance management system of our enterprises and which influence outside environment make on it, moreover deeply shows important meanings of applying the balanced scorecard in our enterprises. secondly this part tentatively analyzes which obstacles our enterprises may encounter when they apply it as well as corresponding improvements. finally this part poses three problems to which our enterprises should pay attention when they apply the balanced scorecard
這部分首先介紹了我國企業績效管理系統的現狀以及外部環境對其所產生的影響,並較為深刻地闡明了我國企業建立和應用平衡記分卡的重要意義;其次初步分析了我國企業應用平衡記分卡可能會遇到一些什麼樣的障礙以及相應的改進措施;最後提出了我國企業在應用平衡記分卡時應該注意的三個問題。Knowledge value chain describes new ways of envisioning the strategic process, which states that business strategies cannot be effectively shaped without a deep understanding of the knowledge capability interdependencies between core activities along the value chain as a core capability of innovation, new product development ( npd ) always makes great contribution to organizational performance. this dissertation proposes a framework of the link between km process capabilities and npd performance aiming at identifying the key facilitators of npd and enabling companies to launch their products into market more successfully than their competitors. attempts are made to measure km capabilities in terms of knowledge acquisition and dissemination and to use the results of empirical study for leveraging an organization against its competitors in the context of npd
本論文以文獻整理的研究方法,對既有的知識管理理論進行梳理;通過對十個較具代表性的知識管理理論框架的比較分析,以知識管理過程能力、知識管理基礎資源能力、知識管理應用能力及知識場為基石,構建了知識管理能力的框架模型;通過對產業結構為本觀點和組織資源為本觀點的比較分析,探討了競爭優勢產生的根源,創造性地構建了知識價值鏈模型,以解釋企業的核心能力;論述了以知識管理能力為主的組織特徵和相應的組織化能力匹配權變情況,即知識分佈與權力分佈的關系,分析了技術在知識管理能力領域的作用;以個案研究的方法探討了知識管理組織化能力和知識管理技術化能力;以實證研究的方法,對知識的獲取和擴散與新產品研發的績效互交關系進行了研究,以理解知識管理過程能力對業務創新產生主導影響的機制。Thirdly, the working time depends on season change and there is a different focus in the evaluation of merit & benefit. lastly, there are many scattered manufactured sites for one unit, so the employers work not in a single site. in order to adapt to the requirement of management information and the modernization, it is urgently to develop a hrmd to supply information integration and share of human resources management in those institutes
我國市級科研所正處于科研體制改革時期,在人力資源管理上具有「專業技術人員多,知識群體密集;多種分配模式並存,實際工資和檔案工資分離;工作時間季節性強,績效考核各有側重;生產基地多,人員分散」等特點,為適應管理信息化、現代化的發展要求,迫切需要開發一個符合行業管理特點,能為人力資源管理活動提供信息集成和共享的人力資源管理與決策支持系統。In chapter 5, taking the example of department of production management of certain military factory that i am now working for, i validate the theory in former four chapters by exploring the practice of performance management
第五章是實證部分,通過對一個國有企業生產管理部績效管理的探索,對第一至第四章的理論進行驗證和創新。The most often used measurements are the partial productivity, total factor productivity, technical efficiency, technological change, scale economics, allocative efficiency, economic efficiency and managerial efficiency
常見的生產績效包括:偏要素生產率、全要素生產率、技術效率、技術進步、規模效率、配置效率、經濟效率、管理效率等。This dissertation is faced to the process of steel rolling to found network of manufacture material flow, basing on it founding guide line evaluation system of the cost of unit standard producing working procedure, guide line evaluation system of the quality cost of unit standard producing working procedure and guide line evaluation system of performance and efficiency ; and base on the cost data of all kinds of material flows, manufacture flow, flux data, manpower, energy consume, material consume, capital asserts occupied, fund occupied, and the production in working procedure, throughput of the materials in working procedures in the flow and countercurrent flow in the network of material flow of recorded in working procedure producing, using the “ whole closed down lane ” model to describe network of manufacture material flow of steel rolling, found the cost analyzing model system of the network faced to producing process. make the cost increasing of the producing by abnormity material flow in working procedure, and even the cost increasing of the producing procedure as the cost of the management behavior of working procedure fallen under cost evaluation guideline in responsible working procedure, so as to ration measure the factors fast correlated with management behavior by measuring the cost
在企業管理信息化輔助工具所建立的數據平臺基礎上,建立了以基準物流圖模型為基礎的軋鋼生產主流程物流網路拓撲圖,根據圖論的理論求解最大流量和最小費用;計算每個生產節點的加工成本,分離質量成本,克服了單純財務數據進行成本核算所帶來的缺陷;建立了軋鋼生產主流程工序含鐵物料吞吐能力基準圖模型,並根據此模型建立了軋鋼生產主流程工序激勵物流協調性和匹配性、工序響應物流協調性和匹配性分析的過程能力指數計算方法;通過引入決策單元綜合投入與綜合產出效率最優原則的模型和基於投入不變、分析產出是否有效或基於產出不變、分析投入是否有效的模型,實現了對多個績效指標在不同績效值集合之間的相對比較,並可根據投入產出效率準則、或者投入(產出)有效性準則進行排序。Analyzing the drastic changes of the environment for enterprise organization, this dissertation points out the influence of the environment on enterprise organization, analyzes the theoretical bases for the changes of enterprise organization, inquires into the process of the changes, the theoretical base for the establishment and the trend of governance structure, management structure, production and operation structure, and inter - firm structure of enterprises, and puts forward the development models of the sub - systems of the enterprise organizational structure under the new environment
企業治理結構是企業管理組織結構的前提與基礎,管理組織結構、生產運作組織結構及企業間組織結構三者之間是一種相互影響、相互作用、相互適應的關系,最終都要通過生產運作組織結構向市場提供產品或服務,保證企業績效的實現。而環境的變化、企業績效的變化也會影響到生產運作組織結構、企業間組織結構、管理組織結構及企業治理結構,促使四個子系統不斷地變革,並能夠在變革中保持一種動態的適應與平衡。The paper regards the km with a fresh view from the systematic management that is the km should put into the context of all factors of production on the level of integrating all resources. the km should analyze the function and process of interplay of knowledge with all other factors, in order to make excellent performance on all factors
本文結合管理整體論和系統管理的觀點,用全新的視角來研究知識管理,認為知識管理不應僅僅看作管理知識,也不應將知識與其它生產要素割裂開來,而應從資源整合、系統管理的高度來研究知識管理,分析組織整體系統中諸要素間的相互作用和過程,從而實現各個要素整體優化的績效。With the introduction of two variables ? “ shareholders ’ supervision, portfolio of salary and control rights ”, we construct a new tmt “ principle ? agent ” optimizing model ; moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and tmt incentive portfolio is built ; and also, variables of incentives and control rights are introduced to help parsing tmt incentive problems in the view of the shareholders ’ supervision and we succeed in separating the contribution of tmt ’ s ability to corporate performance from their endeavor. so we propose three ways to inspirit tmt ? annual salary design based on implicit value, performance - based bonus and stock ownership, and non - material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentives system
引入公司股東監督變量、薪酬與控制權激勵組合變量構建新型的高級管理層激勵組合委託-代理優化模型;結合公司績效產生機理的數學分析,構建了公司績效線性模型與高級管理層線性激勵組合模型;引入股票期權激勵與公司控制權激勵變量,解析基於股東監督的高級管理層激勵問題,成功實現了公司高級管理層能力變量與努力變量對公司績效貢獻的分離解釋;提出了基於隱性價值的年薪設計、基於績效的獎金與股權設計、基於隱性需求的非物質性激勵組合模式,克服了傳統的單一的物質性顯性激勵的局限性。Otherwise the author reasonably fixes in the evaluation factors about ocb and sales quantity and adapts the 360 degree performance appraisal and puts the ocb into the performance appraisal to the house sales this method integrates organization citizenship with performance evaluation and puts into practice in the real estate industry, which will benefit the human resource management in this field and help the company to reach the goal and avoid the old method ' s weakness
對組織公民行為指標進行合理整合,將其運用於房地產業的售樓員績效評估當中,是科學的,合理的。該研究方法的實施,將有利於房地產企業人力資源管理,促進企業戰略目標的實現,同時又能避免由於只重銷售量而產生的弊端出現。Urban group attends " leveraging the power of integrated management systems the performance excellence model symposium " china - hong kong productivity quality awards winner sharing symposium
2003香港優質管理獎大獎得主富城集團出席善用綜合管理系統及績效管理模式研討會及中港兩地生產力及質量獎分享會From 2005, our country start to put into practice macroscopical adjust, price of crude oil and fibre raw material keep rising, the international trade situation is very grimness, add it turned the productivity of fibre to developped to the 2004 quick in 2001, a current excess, the profession competition turns worse, rate of exchange the influence that change the industry chain at the same time is over and above benefit in fraud that variety ability that a year, turn the fibre profession from here the 2005 the movement difficulty, realize the profits compares to descend 20. 3 % together, is four in the last yearses descend significantly for the very first time, also ising every kind of self - contradict ising convex with problem now, face such disadvantageous exterior environment, how to promote the fast orientation in company oneself new surrounding with the anti - risk ability, exist to the business enterprise with develop to the pass importance
本論文首先對吉林化纖長絲車間生產管理進行系統現狀分析,其主要目的是查找生產管理系統存在的問題,並進行系統原因分析,從而確定系統優化方向。文章從生產計劃管理、生產組織管理、生產控制管理三個方面作了系統現狀分析,逐一闡述車間生產管理各個子系統存在問題有原因分析,在此基礎上運用生產管理系統優化理論,對車間生產管理各個子系統進行了優化研究,提出了系統優化方案。為保證車間生產管理系統優化方案能夠順利實施,筆者提出通過車間自身生產管理制度建設、績效考評系統建立、員工培訓體系建立、生產現場5s管理推行及車間班組建設,為車間生產管理系統優化提供更有力的保障。Therefore, in order to insure that the r & d activities and the succedent activities, such as, produce, marketing, management, etc., which are closely - relaxed with the r & d activities, can be processed efficiently, the whole evaluation of r & d project ( project evaluation and performance measurement ) must proceed
所以,為了確保r & d以及與r & d密切相關的后續生產、營銷、管理等都能高效的進行,就必須對r & d項目進行全程評估(項目評估與績效測度) 。" from good to great - leveraging the power of integrated management systems the performance excellence model in hong kong and the mainland symposium " and " china - hong kong productivity quality awards winners sharing symposium 2004 hong kong award for services : productivity winners showcase
邁向國際級管理水平善用綜合管理系統及績效管理模式研討會和中港兩地生產力及質量獎分享會及2004香港服務業獎:生產力優勝機構實力展360 - degree feedback is a new - style performance appraisal method, which came from developed country in west. it characterizes multi - resource appraisal information and takes personnel development as main intention. it encourages personnel to take part into performance management, pays more attention to personnel performance communication and feedback, and takes drafting performance ameliorative plan and bringing forward corresponding personnel training & exploitation as important content in appraisal
360度反饋是產生於西方發達國家的一種新型的績效評估方法,它以評估信息的多源性為特點,主要以員工發展為目的,鼓勵員工參與績效管理,重視與員工的績效溝通與反饋,並把制定績效改進計劃、提出相應的員工培訓與開發作為評估工作的重要內容。分享友人