績效指標數目 的英文怎麼說

中文拼音 [jīxiàozhǐbiāoshǔmù]
績效指標數目 英文
number of indicator of achievements
  • 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 ...
  • 指 : 指構詞成分。
  • 標 : Ⅰ名詞1 [書面語] （樹梢） treetop; the tip of a tree2 （枝節或表面） symptom; outside appearance; ...
  • 數 : 數副詞（屢次） frequently; repeatedly
  • 目 : Ⅰ名詞1 （眼睛） eye 2 （大項中再分的小項） item 3 [生物學] （把同一綱的生物按彼此相似的特徵分為幾...
  • 績效 : performance appraisal
  • 指標 : target; quota; norm; index; merit; subscript; index arm; indicatrix
  • 數目 : number; amount
  1. In analyzing the research of branch companies performance evaluation of ningxia yinqi group, pointed out the disadvantages and inelasticity of " production value and output " branch companies performance evaluation system type, and also pointed out the solution was establishing the type of " financial and developing " system, which was fit for the stratagems and the organize changing of the group. based on this, the qualitative and quantitative evaluation system and methods on financial benefit, asset operating, sinking ability and developing ability have been built. the system closely centered on the stratagem of subsistence, development and accrual combining with the influences of the performance

    在建立下屬企業績效評價體系和方法的過程中，緊緊圍繞企業生存、發展、獲利的戰略目標要求並結合企業績效的實際影響因素，提出了以財務效益、資產運營、償債能力和發展能力為主導的定性和定量評價相結合的評價體系和方法，在評價指標的選取上做到互相補充，在評價方法上建立從單一評價到綜合評價直至形成整體評價的方式，在定性評價上採取了絕對數、相對數和相互對比評價的方法，在定量評價上結合層次分析法（ ahp ）等相關評價方法的基礎上建立了綜合評價模型，適合於計算機軟體處理數據以提高評價工作效率。
  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. This article combined the present new situation of the development of science and technology in the universities, and summarized the common methods that were often used in the present evaluation of scientific research performance and the coexistent drawbacks, with the aim at enhancing the rationality of the scientific research evaluation. this study demonstrated the relation of metric analysis of scientific papers and the scientific performance in the universities by analyzing periodical literatures distribution and citation rules, according to the theory of scientometrics. this article also emphasizes on metric analysis of scientific papers and investigated the related indexes and their meaning

    本文結合高校科技發展的新形勢，以提高科研評估的合理性為目標，總結分析了當前科研績效評估中常用的方法與存在的問題；以科學計量學理論為依據，從期刊文獻分佈與引證規律的角度，闡述了科技論文計量分析與高校科研績效評估的關系；以科技論文計量分析為重點，研究了論文計量分析的相關指標及其合理內涵；以專家咨詢和數理統計為主要方法，建立了由論文計量分析指標組成的論文綜合評估體系；在對該評估體系進行科學性第四軍醫大學碩士學位論文和實用性分析后，應用評估體系對某軍醫大學附屬醫院的部分科室進行實際測評；最後結合評估實踐，提出了提高科技論文質量的建議，以及科研評估中應注意的問題。
  4. In appraisal items choosing, we divide the items into three categories : profits, risk adjustment, and fluidness. detailed appraisal items are also set up to mirror the funds achievement comprehensively. in appraisal method choosing, we adopt universality analysis and the common used data envelopment analysis ( dea ) together, i. e., analyze the score of the numbered items first, then use dea and the analyzing software ems to calculate the funds " relative validity and get a rank of fund comprehensive achievement, trying to reflect the funds items and performance objectively

    在基金的評價指標選擇方面：將基金的評價指標主要分為三大類：收益類、風險調整類和流動性類，並設定了細分評價指標，力求全面地反映基金的業績水平；在評價方法選擇方面：採用了一般性分析和基金評價中目前較為流行的數據包絡分析（ dea ）相結合的方法，即通過對指標的量化評分進行比較分析，通過數據包絡分析法，利用ems分析軟體計算基金的相對有效性，從而進行綜合業績排名，力求客觀地評價基金的各項指標和綜合績效。
  5. Firstly, the theory summarize of r & d project evaluation and performance measurement are done, the limitation and shortage of traditional evaluation and measurement is pointed out ; afterward, the purpose and content, the methodologies and classify, the basic principle and work procedure, the reporting and organizing are dissertated ; and then, the influence factor and the main parameter of the r & d project performance measurement are analyzed, the index of performance measurement are discussed emphatically, based on this, a dynamic and effective r & d project performance measurement system is developed, it comprises designing, implementing and updating performance measurement systems ; at last, the development current of r & d project evaluation and performance measurement is discussed and the conclusion of this paper is made

    首先，本文對r & d項目評估和績效測度進行了理論綜述，指出了傳統評估與測度的缺陷與不足；然後，論述了r & d項目評估的目的和內容、方法和分類、基本原則和工作程序、組織與報告工作；其次，分析了r & d項目績效測度的權變因素和主要參數，重點探討了測度指標，並在此基礎上開發了一個動態有效的r & d項目績效測度系統，包括對r & d項目績效測度系統的設計、實施和更新；最後，探討了r & d項目評估與績效測度的發展趨勢並得出了本文的結論。
  6. The third and forth parts are the highlights of this paper. in these two sections, we study and design the duty of college teachers by employing the theory of objective management and balance marks ; meanwhile, a thorough research is made on the evaluation standards, criterions and proportion by adopting

    第三部分和第四部分是本論文的重點，運用目標管理原理、平衡計分卡詳細分析和設計高校教師崗位職責；運用標桿基準法、歷史數據參考法、德爾菲法研究績效考評指標、考評標準及權重。
  7. The achievements are as follows : 1 ) the system model based on the whole course in of erp project theory have been put forward, erp ' s project are divided into three stages in this model, evaluation is divided into four parts, and the indexes that should been evaluated at each stages and relationship among these stages has been described systematically ; 2 ) at proposed stage, according to the characteristic of erp project, feasibility analysis should been carried out from seven respects such as managing foundation technological foundation, the fund foundation, personnel foundations, basic data, understanding and demand to erp and goal of the enterprise ; 3 ) in selecting software, 18 indexes and three factors have been put forward including system quality of the software, the fact relating to the software supplier serves, and the fact relating to enterprise, then use ahp to evaluate ; 4 ) in project implementation the evalution flow model on the basis of implementing and the index system have been proposed. the index system include 14 indexes and three respects respect which are control of the goal and plan, quality of the system use, and quality of information. 5 ) performance measurement of erp project is proposed in four respects of balanced scorecard. and according to the characteristic of erp project performance, the result of measurement should been calculated with fuzzy mathematics, then a satisfaction index can be drawn

    主要成果表現在： 1 ）在評價erp項目評價理論基礎方面提出了基於全過程erp項目的評價體系模型，在此模型中將erp項目實施分為三個階段，評價分為四個部分，並系統論述了各個階段應該評價的指標，以及各個階段的相互關系； 2 ）在項目可行性分析部分，根據erp項目的特點提出了從七個方面分別是：管理基礎、技術基礎、資金基礎、人員基礎、基礎數據、對erp的認識與需求，和企業的目標對erp項目進行可行性分析； 3 ）在軟體選型部分，提出了軟體系統質量因素、與軟體供應商服務有關的因素、和與企業有關因素三個方面18個指標的評價體系，並用層次分析法進行評價； 4 ）在項目實施階段，提出了基於實施過程的評價流程模型，同時提出了評價指標體系從計劃，目標的控制、系統使用質量、和信息質量三個方面14項指標來評價實施過程； 5 ）在項目績效評價部分，提出以平衡記分法的四個方面評價erp項目的績效，建立了bsc - erp評價模型，並根據erp項目績效的特點提出了用模糊數學對評價結果進行計算，得出一個滿意程度指標。
  8. At last the paper uses fully learning data according celts, constructs theory and methord of implementing system. the theory has two aspects : gives imprecise learning methords using rules when sequencing initially, such as introducing, narrating emphases and so on ; during the process of learning, we construct a fuzzy evaluating model using the data of scores, learning time and browsing times, and adjust scores with learning objects. then we can inference more precice learning strategy based on the result of evaluation, such as searching previous knowledge units, learning current knowledge units repeatly

    該原理主要體現在兩個方面：一是在初始編列時，根據規則的匹配與調用可以實現較為粗略的教學方法指導，如一般性介紹、重點講述等；二是在過程導學當中，針對最具代表性的測驗成績、學習時間、瀏覽次數的學習效果和行為，結合學習者的預期學習目標等因素進行適當的成績調整、時間改進等處理，並運用模糊綜合評判的方法對學習者實施有效評價，以推理出在學習過程中較為細化的教學建議，如搜索前驅知識單元、重新學習當前知識單元等。
  9. In the first part, it is the theory background, including some concepts of stress management, the sort of stress, theory of stress, relationship between stress and performance, and the aftereffect of heavy stress. in the following part, it is stress survey and data analysis, including selection of objective group, design of stress survey, data analysis, and the stress characteristic of the objective group. in the last part, according to the stress theory and the stress characteristic of the objective group, i indicate the strategy of stress management and point out the model of stress management

    本論文共分三部分：第一部分是理論背景，主要包括： 1 、與壓力管理相關的概念及分類； 2 、壓力理論； 3 、壓力與績效關系以及壓力後果；第二部分是壓力狀況調查及數據分析，主要包括： 1 、目標群體的選擇； 2 、調查量表的制定與調查； 3 、進行數據分析，最後得出被調查人群壓力特徵；第三部分是根據壓力理論和調查人群壓力特徵，指出相應壓力管理策略，並提出自己的壓力管理模型。
  10. A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on

    本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。
  11. Through the collection of internal information, industry information, by the using of questionnaires, interviews, work - log, observation and other methods, we have a comprehensive understanding of the company. then focused on the status of human resources management and performance diagnostic analysis of the current situation, we identify problems and resolve these issues to determine the ways and ideas. by the relevant theoretical guidance of performance management, this article use the method of pie chart analysis, swot ( strengths, weaknesses, opportunities, threats ) analysis, radar map analysis, fish bone analysis, combined with bsc ( balanced scorecard ), kpi ( key performance indicators ), and use the idea of mbo ( management

    在績效管理相關理論的指導下，本文利用了餅圖分析法、 swot分析法、雷達圖分析法、魚骨圖分析法等分析方法和工具對所收集的信息及數據進行分析處理，結合平衡計分卡（ bsc ）及關鍵績效指標（ kpi ）法的基本原理，利用目標管理法（ mbo ）的思想，將以結果為導向和以過程為導向的考核方法做了綜合，提取出了基於戰略，以崗位目標為導向，行為和業績並重的績效指標體系和具體的績效考核實施方案，並根據公司人力資源實際情況，結合績效管理pdca的理論思想，成功設計出了一套完整實用的績效管理體系。
  12. The research of human resource value measure models of this paper has very important theoretical meaning and realistic significance. under the guidance of marxian labor valve theory and occident human capital theory and element distribution theory, this paper aims at the high science & technology software development enterprise and designs model systems of human resource group value and individual value measuring, which not only adhere the traditional accounting principle, but also combine qualitative analysis with quantitative analysis. in detail, it is organized as follows : ( 1 ) according to some defects of the available value measuring models, this thesis brings forward 4 innovative trains of thought : adopts the method that combine qualitative analysis with quantitative analysis, and establishes the new measuring basis that contain human resource the present period input cost and realized value, and defines the high - grade human resource as the target evaluation group of individual value measuring, as the basis for revealing the real contribution of human resource group firstly and achieving individual value by distributing group value to the target evaluation group in according with the specific rules secondly ; ( 2 ) analyzes the constitution of human resource value, and comes up with new way of thinking on group value measuring : adopts the historical cost means to calculate human resource group the present period input cost, and rectifies the present period realization value theory of li - shicong professor from accounting angle, and obtains more scientifically the group present period new contribution value, as the basis for structuring the new measuring

    首先揭示組織中人力資源群體對企業的真實貢獻，然後再將群體價值以一定的規則分配給目標評估群，從而確認個人價值; （ 2 ）分析人力資源的價值構成，提出新的群體價值計量思路:採用歷史成本法計量群體當期投入成本，並對李世聰教授提出的當期實現價值理論從會計學角度進行了修正，更為科學地確定了群體當期新增貢獻價值，從而構建了全新的人力資源群體價值計量模型; （ 3 ）分析個人價值的影響因素及其關系，提出新的個人價值計量思路:運用層次分析法獲得目標評估群在群體當期新增價值中的權重，確定高級人力資源當期所創造的貢獻份額;基於崗位相對權重和個人崗位績效評估值這兩個關鍵指標，將層次分析法和關聯矩陣法結合起來，計算個人貢獻價值系數，確定某個體在目標評估群中的權重，從而構建了全新的人力資源個人價值計量模型; （ 4 ）選取了一家人力資本含量較高的it公司，將所構建的理論模型在該公司進行了實證檢驗，驗證了模型體系在實務中的科學性與可操作性，從而在一定程度上豐富了人力資源價值計量理論，推動了人力資源會計與現行會計核算體系的接軌。
  13. Nowadays the research on the performances of security investment funds in china is mainly concerned with two aspects. the one is the feasibility of the theoretical model of performances and the simple computation by means of indicator formulation, which can be used to compute certain performance indicators, such as average profit rate per week, p coefficient, johnson coefficient, sharp ratio, var, average profit rate per week / var and etc. the other one is the research on the degree to which funds holdings are concentrated and research on the tendency of industry selection in the portfolios of funds managers. every part of market is trying to connect the portfolios selection of funds managers with the mar ket focuses and development directions, hoping that it can lead to the conversion and maturity of the ideas of market investment

    目前，對于中國證券投資基金績效的研究與評估，基本上圍繞著兩個方面，即績效理論模型的可應用性探討或簡單的指標公式套算，計算某些績效指標，如平均周收益率，貝塔系數，詹森系數，特雷諾系數，夏普系數， var和平均周收益率var等幾項指標；和對基金持股集中度的研究，以及由此引伸的對基金經理的投資組合中的行業選擇傾向的研究，市場各方一直在試圖將基金經理的投資組合選擇與市場熱點和發展方向連接起來，並希望籍此引導市場投資理念的轉變與成熟。
  14. Indexes are made up of economic, environmental and social indicators. while evaluating, firstly auditors choose proper indexes and criteria ; secondly ascertain weight ; then calculate combine score ; at last, confirm the performance level of the audited entity based on score

    在具體評價被審計對象時，根據被審計對象的目標和實際情況，選擇適當的指標和評價標準，賦予適當的權數，計算被審計對象的綜合得分，根據所得分數確定被審計單位的績效水平。
  15. At this point, a lot of investigations should be carried out in the research process. the scientific evaluation indicators and methods we are to establish should be able to explicate the actual resource efficiency through certain processing of accounting data and other relevant financial materials, and produce a ranking list as an objective document for the comparison and evaluation work

    在會計核算數據和財務資料的基礎上，設置一套科學、合理、可行、全面的評價指標和評價方法，通過財務核算數據等資料，說明高校資產管理績效各項指標的執行情況，並進行排序比較和評價，可以達到評價科學、反映客觀、排序公正的目的。
  16. The present study conditions about knowledge creation are as follows : the study on how to combine the new product development with the knowledge creation is not enough ; the study on the relativity of the organization environment and knowledge creation is short of data supporting and quantitative analysis ; the study on the index system of knowledge creation performance is almost blank

    目前有關知識創造的研究現狀是，有關文獻雖然分別強調了研究知識創造與新產品開發的重要價值，但對于如何把二者結合起來，以便更好地認知新產品開發各階段的知識轉化，尚缺乏深入分析與探討;大多數文獻對于組織環境與知識創造的相關性研究則缺乏數據支撐和定量分析;國內外關于知識創造績效指標體系及其評估方法的研究幾乎是空白。
  17. In this paper, based on my understanding to theories of performance appraisal and motivation, shenlu medicine corporation was set as the research object, and questionnaire was used and analyzed by analytic hierarchy process ( ahp ) and fuzzy mathematical method to investigate the overall appraise of the personnel towards status quo of performance appraisal in shenlu. on the basis of above investigation, the performance appraisal project of shenlu medicine corporation was re - designed aiming at different demands of superior manager, common manager, technical persons, salesman and workers, in which quantitative indexes were specially emphasized. in the end, the operating points in project practicing were clarified through the cost - income theory

    本文首先闡明了對績效考核、激勵等基本理論的理解，以神鹿公司績效考核體系為研究對象，通過問卷調查的方式對其現狀進行調查，並採用層次分析法和模糊數學模型對調查問卷進行分析，得出員工對目前考核現狀的總體評價；然後採用量化指標，根據管理人員、一般行政人員、銷售人員和生產人員的不同需求，重新設計了神鹿公司人員績效考核方案，最後由成本?收益模型，闡明了方案實施中的要點。
  18. With the design of performance management and salary system as the core, the " position group " concept is first introduced into the project ; by studying and analyzing the existing organization structure, the quantity and quality of existing human resources and the existing management methods, the system of key performance index ( kpi ) which will influence the success of an enterprise is established ; salary levels is decided by the performance of an employee, the salary paid is closely matched with the performance of employees

    該體系以績效管理和薪資體系設計為核心，首次引進了「職位族」的概念，對現有組織結構、人力資源的數量、質量及管理方法進行了認真研究和梳理，重建目標組織結構和結構核心流程，確定了影響企業成功的關鍵績效指標體系（ kpi ） ，按職位族、類的工作績效設定薪資層級，實現了工作績效與報酬匹配的目標。
  19. It is based on the visiting technology of ado. net database provided by extensible application of the web and services. it combines informix dynamic database technology, and is targeted at establishing a system of overall, prescriptive bank performance appraisal target. it sets up a system of scientific, normative and extensible bank performance appraisal system and then discusses how to regulate database, parameter and promoting configuration to improve the capability of bank performance appraisal system

    Net的體系結構，基於網路的可擴展的應用程序和服務提供數據訪問服務的ado . net數據庫訪問技術，結合informix動態數據庫技術，以構建一套全面規范的銀行績效考核指標為目標，建立一套科學規范、可擴展性強的銀行績效考核系統，並在此基礎上探討如何通過調整數據庫參數和優化配置，提高銀行績效考核系統的性能。
  20. Finally, as a main basis to form objective system of sgee, a target system of sgee ' s briskness measure has been given out simply and clearly by those two results, the author has completed the four designs of sgee ' s em from principle structure to practical use, that is : the pressure em for worker ' s to be effectively consciousness the payment em based upon the conclusion in the research that the model of management by objective should be mainly adopted in sgee ; according to situation of sgee, this mechanism has feature of simple contribution estimation, and comprehensive measure about present and long term contribution of workers the concept em that could be used to greatly raise condensation force in enterprise the growth em that is favorable to bring up excellent talent finally, the ibm system as a exploratory, the rules of operation and regulation were put forward about ibm of sgee in this paper, include : influence factors of living cycle of iem laying and operating programs based on the need of practical uses a measure model of relation effect of iem, based on the newton second theorem regular ways to iem based on the control theory

    為尋找實用性較強的機制參數（變量） ，本文對發電企業內外部環境進行了分析，其中，內部環境分析以研究后重組的活力構成要素為線索展開，通過逐項延伸分析，簡明扼要地提出了發電企業活力衡量指標體系，作為形成發電企業目標樹圖的主要依據。以上兩方面的工作成果，使筆者最終完成了發電企業四項激勵機制從原理、結構到實用性的綜合設計，即： ?有效激發員工市場競爭意識的壓力激勵機制。 ?基於發電企業應當主要採用目標管理模式這一研究結論的報酬激勵機制，它的最大特點是簡化了績效評價，針對發電企業現狀，在機制中注入了人本管理思想，綜合考慮了員工對企業當前和長遠利益的貢獻。
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