績效偏差 的英文怎麼說

中文拼音 [jīxiàopiānchā]
績效偏差 英文
performance gaps
  • 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 ...
  • 偏 : Ⅰ形容詞1 （不正; 歪斜） inclined to one side; slanting; leaning 2 （只側重一面） partial; prejudi...
  • 差 : 差Ⅰ名詞1 （不相同; 不相合） difference; dissimilarity 2 （差錯） mistake 3 [數學] （差數） differ...
  • 績效 : performance appraisal
  1. In this thesis, the traditional windage analytical method that comparing the actual cost with the planning cost can not control the implementary course of project, an effective project management and control technique which is very popular in nowadays is used for reference - - earned value method basing on performance analyzing, the main aim is to use the earned value exponential to analyze the fluctuant complexion of the time limit and cost for a project, and all the influences made by the fluctuant complexion, and the developing trend of the time limit and cost for a project

    本文提出了傳統的用實際發生成本與計劃成本進行比較，來衡量項目進展情況的偏差分析法不能全面地監控項目實施過程，借鑒了在目前項目管理實踐當中被普遍採用的一種有效的項目管理和控制技術：基於績效分析的掙值法，其根本目的是要使用該掙值指數分析項目工期和項目成本各自出現的變動情況、這些變動所造成的相互影響、項目工期與項目成本的未來發展趨勢。
  2. At last, in order to explain the application of earned value method in actual project, this thesis brings forward an example of software exploitation, in this example, project s curve, cost and schedule windage table, performance exponential and so on are used to analyze the headway complexion of project, and some control methods are put forward

    最後，為了說明掙值法在實際項目中的應用，本文列舉了一個軟體開發實例，實例運用項目s曲線、成本與進度偏差表、績效指數等工具對項目進展情況進行了具體分析，並提出具體的控制措施。
  3. The purpose of this paper is to find out the characteristics of corporate restructuring and reorganizations under the background of strengthened supervision and improved accounting standards in 2001. using financial data on chinese public firms that had performed restructurings in 2001, this paper studies the impact of restructuring activities on firms " performance. it finds that performance of sample companies are better than the market average both before and after restructuring, but financial ratios does not improve obviously, what ' s more, the roe ratios even drop generally, which are very different from the characteristics during the past few years

    本文採用以財務數據為基礎進行評價的方法，對2001年上市公司資產重組進行研究發現，從資產重組的方式來看，收購兼并所佔比重最高，業績較好的公司偏向于選擇這種重組方式，而資產置換、股權轉讓仍為績差公司所青睞；從重組前後財務指標的變化來看，重組公司表現優於市場平均水平，但與往年重組公司當年業績即得到明顯提升不同， 2001年重組公司財務指標並未得到顯著提高，凈資產收益率更是全面下降，統計對比不支持上市公司利用資產重組調節公司績效的觀點。
  4. The chapter also dwells on the scheme of check - up system on effective management. the fourth chapter briefly states problems likely to occur in the scheme of check - up system on effective performance, ways to smooth implementation and questions for attention at the initial stage of reforms on effective performance of enterprises, as well as mistakes and problems likely to occur in future. student : directed by

    第四章就績效考核體系設計和實際操作中容易出現的問題進行簡單介紹，主要內容為績效考核方案設計中容易出現的問題和偏差，及企業績效管理改革初期順利實施的方法和應該注意的問題，並對未來實施中易犯錯誤和常見問題進行了論述。
  5. This paper analyzes the performance forms of local governments subjective deviation behavior and the game machanism from the angle of view of the game - theory, and it surveys the realizing for the parameter conditions of the effective pine balance and raises some systematic innovation suggestions for increasing the local governments policies implementation

    本文從博弈理論的視角出發，通過分析地方政府主觀偏差行為的表現形式及兩級政府策略互動的博弈機理，探討實現有效博弈均衡的參數條件，並就提高地方政府政策執行績效提出制度創新建議。
  6. Then, this paper empirically tested the validation and predictive accuracy of different var risk management model in the domestic financial market. finally, with the analysis of modem financial risk management development trend and the current domestic financial risk management situation, this paper made a prospect for the application of this model in the construction of domestic financial risk management system. through the analysis, the main conclusions are as follows : ( l ) the traditional mean - variance model is the special example of the portfolio selection based on the var risk management model for the case that the returns of the portfolio are assumed to be normally distributed ; compared with the mean - variance model, the var risk management model is more comprehensive and accurate in the measurement of the portfolio risk, so based on the var model, the investors can allocate the asset more effectively. ( 2 ) the var risk management model can provide the timely and comprehensive risk information for the top risk manager, so it is very helpful to the improvement of total risk management efficiency. ( 3 ) based on the var model, the raroc performance valuation approach can reflect the real performance of the portfolio manager and provide the coherent standard for the allocation of risk limitation and the construction of the incentive compatibility constraint mechanism in the financial instiutions

    通過研究分析，本文主要得出如下結論： （ 1 ）傳統的markowitz均值? ?方差模型僅僅是在資產組合收益率正態分佈假設條件下基於var風險管理模型進行資產組合選擇的特例，與均值? ?方差模型中的方差風險度量方法相比， var風險管理模型能夠更全面、更貼切地衡量資產組合的風險，且基於此模型能夠更有效地進行資產配置決策； （ 2 ） var風險管理模型能夠滿足更高層次風險管理者對風險信息的需求，有助於整體風險管理效率的提高； （ 3 ）基於var風險管理模型的raroc績效評價能夠反映資產組合管理人的真實業績，從而為金融機構風險限額的分配和激勵約束機制的制定提供統一的標準； （ 4 ）國內證券市場資產組合收益率服從正態分佈的假設明顯不成立，實證檢驗表明基於資產組合收益率正態分佈假設條件下的方差? ?協方差模型對國內資產組合風險的預測存在較大的偏差，由於文中證明在收益率正態分佈假設條件下基於方差? ?協方差模型進行資產組合選擇的結果等價于markowitz的均值? ?方差模型，因此，均值? ?方差模型對國內資產組合風險的預測同樣會存在著較大的偏差，而半參數var風險管理模型則能夠取得較好的預測衡量效果； （ 5 ） var風險管理模型符合未來金融風險管理的發展趨勢，基於var風險管理模型建立內容提要風險限額內控體系、風險信息披露體系和業績評價體系，並進行金融監管，將有助於國內金融機構內部風險管理方法和外部監管技術跟上國際金融風險管理的發展潮流。
  7. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
  8. As to those who like the post but can ' t achieve high performance due to their individual competency, managers should attach more importance to the training of their working skills, even should ascertain the shortage and deviation of their actual operation on first line, you know, the effectiveness of on - site training and instruction is far better than conclusion afterwards

    面對喜歡該職位但卻因為能力問題無法取得高績效的員工，管理者應該側重於工作技能的培訓，甚至和該員工一起深入一線找出實際操作的不足和偏差，因為現場培訓和指導的效果要遠遠強於事后的總結。
  9. There are two aspects which affected the international competitiveness, the production cost and marketing results. due to imperfect competition, differential products and consumer ' s preference, the prices of some products are high but still have stronger international competitiveness

    這是因為，由於不完全競爭、產品差異及消費者偏好等情況的存在，常使一國某產品雖然價格相對較高卻仍有較強的國際競爭力，這正是市場營銷績效等非價格競爭因素發揮作用的結果。
  10. As to those who like the post but can ' t achieve high performance due to their individual competency, management should give weight to the training of their working skills, even should ascertain the shortage and deviation of their actual operation on first line, you know, the effectiveness of on - job - training and guidance and far better than afterwards conclusion

    面對喜歡該職位但卻因為能力問題無法取得高績效的員工，管理者應該側重於工作技能的培訓，甚至和該員工一起深入一線找出實際操作的不足和偏差，因為現場培訓和指導的效果要遠遠強於事后的總結。
  11. While the following issues should be paid much attention to, only partly included ratees, unpractical appraisal measures, irrational objectives, improper communication, rating errors, unsuitable feedback and inappropriate usage of ratings

    同時， sy公司在績效考評過程中存在以下問題：考評覆蓋面較窄、考評手段欠科學、績效目標制定不合理、溝通不當、考評中存在偏差以及考評結果的反饋和運用不當。
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