績效反饋 的英文怎麼說

中文拼音 [jīxiàofǎnkuì]
績效反饋 英文
performance feedback
  • 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 ...
  • 反 : Ⅰ名詞1 （方向相背） reverse side 2 （造反） rebellion 3 （指反革命、反動派） counterrevolutionari...
  • 饋 : 動詞（饋贈） make a present of
  • 績效 : performance appraisal
  1. Based on this, through sysmetic analysis about these performance appraisal factor, it is pointed out model afp and feedback and application about the performance appraisal outcome. performance appraisal design bassis on the goal of survival, development and profit, performance appraisal system matching with marketing economy is established to make systentic, standardization

    在此基礎上論文通過對影響績效因素的系統分析，提出了afp模型及考評結果的反饋與應用，考評設計圍繞企業生存、發展、獲利的目標要求建立與市場經濟相適應的考評制度體系，使人力資源考評工作制度化、系統化、規范化。
  2. This paper discuss that we analysis and deal with examine data by means of computer assist, estimate the difficulty, degree of differentiate, believe degree of examination paper, efficiency degree so on, deal with examine data. it give statistical distributing about examine result person percentage, standard fraction plenty give play to strong point of assess and diagnosis, feed back and inspirit function

    利用計算機輔助手段，對考試成績進行處理和分析，在試題難度、區分度、試卷信度、效度等方面給出定量的估計，並對考試原始分數進行加工，在此基礎上，得到班級成績的統計分佈，個人的百分等級和標準分數，以充分發揮考試的評定與診斷，反饋與激勵功能。
  3. Abstract : this paper discuss that we analysis and deal with examine data by means of computer assist, estimate the difficulty, degree of differentiate, believe degree of examination paper, efficiency degree so on, deal with examine data. it give statistical distributing about examine result person percentage, standard fraction plenty give play to strong point of assess and diagnosis, feed back and inspirit function

    文摘:利用計算機輔助手段，對考試成績進行處理和分析，在試題難度、區分度、試卷信度、效度等方面給出定量的估計，並對考試原始分數進行加工，在此基礎上，得到班級成績的統計分佈，個人的百分等級和標準分數，以充分發揮考試的評定與診斷，反饋與激勵功能。
  4. Release all project resources and provide performance feedback

    讓與所有的項目資源，提供績效反饋。
  5. One of subsidiary banks in certain province of china bank implemented 360 - degree feedback appraisal as the case, the dissertation makes a systematic study about the whole implementing process and detailed describes and analyzes from industry condition, internal human affairs system of implementing program and the results in the bank. the dissertation uses contrastive method to abstract the desirability or shortage and analyzes the reason of problems thereby putting forward nationalized commercial bank ' s reform measure and finding breach from human affairs system and ideology

    本文以中國銀行的某省分行實施360度反饋評估為案例，系統地研究了實施的全過程，從行業狀況、銀行內部的人事機制、企業文化到實施方案和結果，都一一作了詳盡的描述與分析，用對比研究的方法，從中提煉出實施中的可取之處與不足，並分析發生問題的原因，提出了國有商業銀行為提高績效管理水平所應採取的改革措施，從人事體制與思想觀念上尋找突破口。
  6. In this thesis, the author utilize the theoretical research, and also the practical analysis is combined, to compare the manhattan commercial bank with a commercial bank in china, and point out that they are of great difference in the appraisal orientation, appraisal method, the appraisal frequency, the feedback and the communication during the appraisal process. aiming at present condition of the commercial banks in china, the author put forward a new appraisal method : the systematic performance appraisal system of commercial banks

    然後運用理論與實踐相結合的研究方法，對比分析了美國大通曼哈頓銀行與中國某國有商業銀行在員工績效考評的方法與程序及考評結果的反饋與兌現上存在的差異，指出國內商業銀行在對考評的定位、考評方法、考評頻度與考評周期的設定、考評過程的溝通與考評結果的反饋及考評結果與人力資源管理其他內容掛鉤等方面與外資銀行仍然存在著差距。
  7. The following conclusions were drawn from the research : ( 1 ) the goal specificity has no effect on subsequent performance, but has significant effect on self - efficacy, concretely improved self - efficacy. ( 2 ) the form of feedback has significant effect on self - efficacy and subsequent performance : the self - referenced feedback improves subjects " self - efficacy and subsequent performance ; the other - referenced feedback decreases their self - efficacy and subsequent performance

    （ 2 ）反饋方式能影響后繼成績和自我效能感的提高或降低：在自我參照反饋方式下，被試能提高自己的自我效能感和后繼成績；而在他人參照反饋方式下，被試的后繼成績和自我效能感則降低。
  8. Therefore, this study seeks to give hf company some recommendations on how to establish a performance management system. based on hf company ’ s overall strategy and the theories of performance management, this study has generated a suitable method to establish the company ’ s performance management system, which is combined by different performance management instruments, such as balance scorecard and kpi. this report has been divided into five chapters in order to provide

    第四章重點探討hf公司新績效管理體系的設計過程，包括設計績效管理體系時應考慮的五個關鍵點（設計前的準備工作、評價指標體系的建立、考核周期的設計、評價主體的選擇，以及評價方法的選擇） ，新績效管理體系的四個重要環節（績效計劃、績效監控、績效考核、績效反饋） ，以及績效結果的運用。
  9. The author adopts means of systematical theory and total theory, establishes a research path of “ main body action, trade, institutional structure, economy output, research on countermeasure ” pattern, designs a problem ? raised, theory ? analyzed, situation ? researched and example ? applied structure of study transotion mechanism, and fully study the theory and solution of northeast institution mechanism with compare system analysis, math method and evolutionary game theory. first of all, this paper analyzes the basic theory, which serves as the

    本文堅持系統分析和均衡分析的分析方法，創建了「主體行為?交易?制度結構?經濟績效?反饋」的分析框架，構建了「問題提出?基本理論分析?現狀研究?理論命題?對策研究」的轉軌機理研究路徑，運用比較制度分析、數學模型和演化博弈制度分析等方法，全面深入地研究東北地區經濟轉軌內在機理的理論和途徑。
  10. Effect of performance feedback on motivating the subordinates

    論績效反饋在激勵下屬中的影響
  11. The review of performance feedback research

    績效反饋研究的回顧與展望
  12. The effect of the performance feedback on self - efficacy to the college student cadres

    績效反饋對高校學生幹部自我功效的影響
  13. Meanwhile, appraiser, appraised cycle and performance feedback is argued sufficiently. in order to assure implementing the system effectively, the paper presents some advices about management application and actualizing process of the system, applying the appraised results to middle - level manager and project manager, and so on

    同時，對考評主體、考評周期、績效反饋進行了充分的論述。為保證績效考評體系的良好運行，論文最後提出了配套措施。
  14. One is on the steps to apply this theory into practice ; the other is about the measures to cope with the psychological problems ensued in evaluation, including the feedback and the skills to handle it

    第五部分主要論述兩方面內容：績效考核方案的實施步驟；在考核中出現的消極心理效應及其調控以及績效反饋及其技巧。
  15. Having studied and investigating, we point out that the root cause existing in the spe comes from the inaccurate of positioning, for the spe is only being used for a sort of facility to allocate the benefits, it causes some deficiencies of performance feedback, performance improvement and some other important procedures, likewise, the spe outcome have not been applied adequately and rationally, thus all the spe can not be systemized and united well either

    本文通過深入分析，揭示了a公司在績效考評上存在的根本問題是對績效考評定位的不準，僅僅把績效考評作為一種利益分配的工具，因此造成整個績效考評缺乏績效反饋、績效改進等重要流程與關鍵環節，績效考評的結果也沒有得到充分、合理的應用，整個績效考評不成體系。
  16. The application of performance management in colleges ' and universities ' hrm must be under the guidance of scientific outlook on development, stick to the principles of being human - oriented, realistic and innovative, and put emphasis on the following 5 aspects : performance planning, performance coaching, performance assessment, performance feedback, and application of performance assessment result

    摘要高校人力資源管理中應用績效管理，必須以科學發展觀為指導，堅持以人為本，求實創新，著重抓好績效計劃、績效輔導、績效考核、績效反饋和績效考核結果的應用等五個環節。
  17. The author analyzed the effect of stimulation with mathematics, studied the relations in performance estimate with game theory, and built up the estimate model by using multiple decision - making. according to the process of performance management, the author divided the performance management system into several subsystems, analyzed the subsystems respectively together with the fact in state - owned construction corporations and built up several models and standards

    根據績效管理的流程，作者將企業員工績效管理系統的構建分解為績效計劃、績效考評、績效反饋及監督控制幾個子系統的構建，對各子系統分別進行理論分析，並結合國有建築企業的實際，得出了構建各子系統的準則、方法及模型。
  18. On the basis of this, according to the content, trader and net, the classification of the e - business has been made. then the paper analyzes the e - business " function and benefit. secondly, in order to open out the titanic function of e - business " in enterprise development and acquiring competitive capability, the paper analyzes the e - business " actuality and current both here and abroad

    （ 4 ）以一汽大柴為背景，研究了以戰略為導向的績效模型實現方法，包括：績效目標設定、個人發展計劃制定、績效實施與監控、績效評估、績效反饋、績效獎勵、績效障礙分析等，為以戰略為導向的績效管理模型的應用提供了方法指導。
  19. Firstly, the thesis analyzes the concept of performance, classifies the performance and sets up the evaluation index system according to manager ' s traits. secondly, in order to make evaluation credible and rational, the thesis established the model of fuzzy ahp based on evaluation theory and method. finally, consul ting the pm theory, this thesis analyzes the evaluation result by quartered - grid and put forward improving advice according as different evaluation results

    本文首先從績效的基本概念入手，對績效作了科學的解釋和分類，並根據管理人員的工作特點及以往對績效指標的研究，建立能夠準確反映其績效的評價指標體系；然後在考評理論及考評方法分析的基礎上，結合近來一些新的考評技術，建立了模糊ahp評價模型，使得考評工作更加可靠、合理；最後，借鑒pm理論，對考評結果採用四方圖法進行分析，根據績效結果將被考評者劃分類型，並針對每種類型制定相應的改進措施，體現有效反饋的原則。
  20. This thesis first analyzed development trend of performance assessment in our country and overseas and relative theories of performance management, and confirmed principles and methods of work assessment for managers based on work - analyzing. according to performance management ' s loop running flow, it is possible to extract several elements : performance plan, performance assessment, performance feedback and performance management monitor to build performance management system

    論文首先分析了國內外員工績效考核的發展趨勢、績效管理相關理論，以工作分析為基礎，確定了對管理人員進行工作分析的原則和方法。根據績效管理系統的循環運作流程，抽取出績效計劃、績效考評、績效反饋、績效管理監控幾個要素來構建績效管理系統。
分享友人
分享到 Line

分享到臉書