績效創造 的英文怎麼說

中文拼音 [jīxiàochuàngzào]
績效創造 英文
performance creation
  • 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 ...
  • 創 : 創名詞（創傷） wound
  • 造 : Ⅰ動詞1 （做; 製作） make; build; create; produce 2 （假編） cook up; fabricate; concoct 3 [書面語...
  • 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. It is an important method for appraisal to motivate positivity of managers and employee. only through appraising performance of employees scientifically and fairly, can we know across - the - aboard employees impersonality. only through correctly appraising results, can pertinence and felicitous incentives be adopted to increase positiviry of managers and employees

    在人力資源開發與管理中，績效考評是一項重要的基礎性工作，是調動管理者和員工積極性、創造性的重要手段，只有通過科學、公正、公平地考評員工的工作績效，才能全面地了解員工；只有準確的考評結果，才能有計劃的針對性地採取恰當的激勵措施以調動員工的主動性和積極性。
  3. In the face of the challengeable, how to act the role forming a connecting link, manage the school and inspiring members, creating higher performance in order to lead the group

    摘要校長在面對挑戰多變的教育市場，如何扮演承上啟下的角色，經營學校並啟發成員，以領導團隊創造更高的績效。
  4. Meanwhile, in juxian and marine insurance business, we adhere to the company " - first, careful management, sustainable development, feedback shareholders " 16 - character guideline to create value for customers, and achieved good performance by the parent company received

    同時，在車險和水險的經營中我們堅持公司「效益為先，用心經營，永續發展，回饋股東」的十六字方針，努力為客戶創造價值，取得了不俗的業績，受到上級公司的好評。
  5. 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。
  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. The enterprise ' s sustainable development ' s ability is the evaluation of the enterprise ' s succeed development, using method of ability index ; the enterprise ' s sustainable development ' s coordination is the evaluation of the enterprise ' s accomplishment and performance, using method of the grade misty ; the enterprise ' s support of exterior environment is the macroscopic support evaluation of the enterprise ' s development, using the method of efe and using " property - hability " to analysis the enterprise ' s advantages ans disadvantages. the thesis has important theories meaning and actual meaning to the enterprise to realize sustainable development

    企業持續發展能力評價是對企業后繼發展動力的評價，採用了能力指數方法進行評價；企業協調性評價是對企業所創造的效績評價，採用模糊等級評價方法進行評價；外部環境評價是對企業發展宏觀支持性的評價，採用外部因素評價矩陣（ efe ）方法進行了評價，並用「資產- -負債」分析方法對企業的優勢環境和劣勢環境進行了進一步分析。
  8. Creates new ideas and processes, and encourages others to try new approaches and takes risks. strives to enhance performance by doing things that are unique and leading edge

    創造一些新的觀念及流程，來鼓勵大家嘗試用新的方法去解決問題，並且承擔一定的風險。通過嘗試這些前所未有的方式來努力提高績效。
  9. These suggestions include the reform of the present assessment system of the titles of technical posts and the gradual " adoption of the post employment system ; the deepening of the distribution system within university, the building of a more flexible rewarding system ; thorough understanding of the teachers " needs, the combination of material motivation and spiritual motivation ; the bui

    這些建議包括：改革現行的職稱評聘制度，逐步推行教師崗位聘任制；繼續深化校內分配製度改革，建立柔性的報酬制度；深入了解教師需要結構，物質激勵與精神激勵相結合；建立科學合理的績效考評體系；優化內部環境，為教師創造公平的競爭機會。
  10. In the light of eva theory, this thesis puts forward a eva financial frame work composed of measuring and evaluating system, incentive system, decision support system, gives concrete suggestions on construction of this frame work and its sub - systems, which, we hope, will help enterprises in changing their staff ' s behavior, molding value - oriented enterprise culture, and ultimately motivate enterprises to create value for their shareholders continuously

    本文在eva理念的指導下，針對傳統財務體系在實施價值管理方面的不足，提出包括績效評價、激勵制度、決策支持在內的統一的eva財務管理體系架構，希望從理論和操作層面為我國企業的價值管理提供幫助。以此改變員工的行為，塑造股東價值最大化的企業文化，引導企業持續地為股東創造財富。
  11. The whole dissertation can be divided into 9 chapters, which are mainly engaged on the comparative theories of the common balance and the partial balance, and the methodology of the demonstration and criterion economics to do the analysis and res earch on the purpose of making relatively thorough and deep assessment on the policy - making and related improvement suggestions on such areas as the implement performance of the agriculture policies, the requirement structure of agriculture, the structure of employment, the basic elements and arrangement of agriculture production, the sustainable development of agriculture and the agriculture internationalization etc. the basic innovative points of the dissertation are as follows : ( 1 ) to establish a systematic framework for the research on the policies of agriculture industry and the structure of agriculture industry ; the framework for grand agriculture industry structure ; the framework of subject relationship in the agriculture socialized service system ; the circulation framework of sustainable development for agriculture ; the model framework for corporation development for agriculture institution ; ( 2 ) to expand the external scope of the concept of agriculture ; ( 3 ) to put forward the ideas of the corporation orientation by restructuring and innovating the present agriculture operational institution ; ( 4 ) to raise the viewpoints to set up the quality standard system for agriculture produce and to initiate the same system of the internal and external trade ; ( 5 ) to offer the suggestions on guiding the development of the township and private enterprises through the industry policies ; ( 6 ) to raise the innovative viewpoint by way of the systematic analysis on agriculture and the employment structure of the countryside, the district arrangement, technological innovation and the marketing system of agriculture produce ; ( 7 ) to put forward the comprehensive thinking way to broaden the logistics services for agriculture produce ; ( 8 ) to raise the new idea of the agriculture supporting system and the policy suggestions on expanding the areas for the government to support agriculture industry, reorganization of agriculture insurance system and aid to the weak masses of the countryside

    本課題是在國家農業產業政策不斷完善和產業經濟學科科學發展的背景下，從農業產業政策的實踐出發，從大農業產業結構、組織、技術、資金、勞動力、土地等資源配置以及區域布局、國內外關聯等角度，以農業產業政策與農業發展的互動關系為切入點，提出了農業產業政策調整取向，初步形成和發展了政策理論。全文共分9章，主要運用一般均衡和局部均衡比較等理論，實證、規范經濟學研究等方法進行探討，對農業產業政策實施績效、農村需求結構、就業結構、農業生產要素和布局、農業可持續發展、農業國際化等命題以及對策建議作了比較全面深入的評析。本課題研究主要有以下創新觀點：初步搭建了農業產業政策和結構理論框架，設計了政策和結構體系圖；延伸了「農業」概念外延，提出了「大農業」的構想；提出了農業產業經營組織再造和創新的公司化發展方向，設置了農業產業化、公司化發展模式圖和產業化公司模型圖；設計了農業可持續發展良性循環圖和農業資金投入效益模型圖；提出了建立農產品質量標準體系、推行內外貿一體制的觀點；建立了農業保障體系參照圖，建議通過產業政策引導鄉鎮、私營企業和「三資」企業發展；剖析農村勞動力就業結構、區域布局、科技創新、農產品市場體系；提出了加大農產品物流配送的整體思路；提出了農業支撐體系新觀念及擴大政府支農范圍、重構農業保險體系、扶持弱勢群體的政策建議。
  12. Plays a key role as business partner through working closely with me & dc competency head on related team ' s equipment, management, development and retention

    擔任運營單位商業夥伴的重要角色，與市場執行和需求創造的資能總監緊密合作，向其和團隊提供組織配置、績效管理、人員發展和人才保留方面的人力資源專業支持。
  13. With the integration of global economy, all the enterprises in the world are confronted with slow increase and global competition. how to create and keep the advantage of competition has become the core of enterprise performance in the market competition. so is the same to the seamless steel tube product enterprises

    隨著經濟的全球一體化，全世界的企業都面臨增長的減緩和來自國內和全球的競爭，如何才能創造和保持競爭優勢已成為在競爭性市場中企業績效的核心，此點對國內眾多的無縫鋼管生產企業而言同樣如此。
  14. All theories in finance related to the post - merger performance of enterprise, including theory of capital structure, theory of synergy, theory of diversification, theory of management versus stockholders " interest and theory on redistribution effect, and methods related to post - merger performance evaluation, including events study, have been analyzed to meet the need of rese the results of the study will put a concrete foundation for further study in this field

    綜合分析了各種與並購績效相關的金融理論以及參考和借鑒了各種並購績效評估方法。與並購績效相關的金融理論包括：資本結構理論、財富創造與財富再分配理論、管理者主義與股東權益理論、協同效應理論和多元化並購理論；現有的並購績效評估方法包括：事件研究法、非財務指標評估法、因子分析法與貼現現金流量法。
  15. We sum up the standards of excessive competition in audit market and workable competition in audit market according to the theory of industrial organization. we make use of betrand model to understand the excessive competition in audits market, analysis the probability of excessive competition in audit market and find out the reasons of excessive competition in audit market. at last, we put forward some propositions of transition from excessive competition in audit market to workable competition in audit market according to the reasons of excessive competition in audit market and the standard of structure - conduct - profit in audit market

    本文的主要創新： （ 1 ）根據審計市場的行業特點和運行方式，創造性的提出了審計市場過度競爭和審計市場有效競爭等概念； （ 2 ）運用產業組織理論歸納出審計市場過度競爭和審計市場有效競爭的判斷標準，利用產品市場的伯川德模型來理解審計市場的過度競爭，對審計市場過度競爭的存在性進行了理論分析； （ 3 ）揭示了我國審計市場過度競爭的成因； （ 4 ）針對過度競爭的形成原因以及審計市場有效競爭的市場結構?行為?績效標準，提出了變審計市場過度競爭為有效競爭的具體對策。
  16. And we found three kinds of factors which influence team performance : ( 1 ) team structure, including team background experience, team member diversity ; ( 2 ) organization environment, including management environment, resource environment and culture environment ; ( 3 ) team process, including goal setting, communication and cooperation, team creativity, task orientation. through the investigation we found that team process is the most important factor

    影響團隊績效的因素可以分為三種: （ 1 ）團隊構成特徵，其中包括團隊背景經驗、團隊成員的多樣性等; （ 2 ）組織支持特徵，其中包括組織的管理支持、組織的資源支持和組織的文化支持等; （ 3 ）團隊過程特徵，其中包括宗旨目標、溝通與合作、團隊的創造性、任務導向等。
  17. Twelve models of the relationship between equity structure and corporate performance were creatively established for subgroups of listed companies, namely machine, metal, medicine, and food. it was demonstrated by these models that the equity structure had significant effects on the corporate performance in the 4 s ubgroup listed manufacture companies. in meantime, the empirical study results were further analyzed in the paper

    創造性地建立了機械次類、金屬次類、醫藥次類和食品次類上市公司的股權結構與經營績效的12個模型，證明了在這4個次類上市公司中，股權結構對經營績效有顯著影響，同時對實證研究結果進行了較為深入的分析。
  18. The enterprise competition is gradually vigorous nowadays, enterprises has to provide a good training environment and condition for their employees, thus promising the employees ’ competence to raise the core competency of the enterprises. this thesis puts forward laiwu steel group web - based training application model by analyzing the iso10015 quality standards, performance analysis technology, ieee1484 frames, scorm etc. the model comprises training demand analysis, training design and plan, training implement, training evaluating & mending etc. the research aims at providing an instruction model for laiwu steel group to carry out web - based training

    當今時代企業競爭日趨激烈，企業必須為員工創造良好的培訓環境和條件，從而保證員工的素質不斷提高，以提高企業的核心競爭力。本文結合萊鋼集團公司員工培訓的實際，通過對知識管理理論、 iso10015培訓標準、績效技術、 ieee1484框架、 scorm規范等思想和規范的分析以及網路培訓運作管理過程中的問題分析提出了萊鋼網路培訓應用模型。該模型由培訓分析、培訓設計與策劃、培訓實施以及培訓效果的評估和改進等幾個部分組成。
  19. Problem solving, creativity, sales process, compliance, customer relations, rewarding performance, service standards, communication, positive business assertiveness, management development, microskills, customer satisfaction, client needs analysis, personal effectiveness, on the job coaching, technology applications are just some of the areas her techniques and tools have been built to support

    解決問題，創造力，銷售過程，可塑性，客戶關系，績效獎勵，服務標準，交流，確立積極的商業自信心，管理發展，微觀技術，客戶滿意度，客戶需求分析，個人效率，在職工作教練和技術應用等，以上列舉的只是她能教練的領域的一小部分。
  20. 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。
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