績效改進考核 的英文怎麼說

中文拼音 [jīxiàogǎijìnkǎohé]
績效改進考核 英文
performance improvement appraisal
  • 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 ...
  • 改 : Ⅰ動詞1 （改變） change; transform 2 （修改） revise; alter; modify 3 （改正） rectify; correct 4 ...
  • 進 : 進構詞成分。
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 核 : 核構詞成分。
  • 績效 : performance appraisal
  • 改進 : improve; make better; better; mend; improvement; perfection; melioration
  • 考核 : examine; check; appraise; assess （sb. 's proficiency）
  1. The present thesis looks chiefly into the connotation and the importance of purchasing management, and puts forward some suggestions of how to carry out purchasing management, how to improve the processing management and merit system as well

    本文對采購管理的重要性作了論述，介紹了采購管理的內涵，並提出了采購管理實施的一些方法，對采購作業流程管理和績效考核提出了改進的意見。
  2. Zibo new & hi - tech industrial park is a new type organization to improve local economy development during the period to turn from planned economy to market one. its main characteristic is small organization, big service, quick rhythm, high efficiency, and its management system and operation system are quite different with traditional government ' s, and it has some improvement on management style comparing with traditional performance examine system

    高新區作為計劃經濟向市場經濟體制轉型期間形成的一種推動區域經濟快速發展的新型組織機構，其主要特點是「小機構、大服務、快節奏、高效率」 ，其管理體制和運行機制與傳統的政府機關存在較大差異，與之相對應的績效管理模式也應該比傳統的機關政績考核有所改進。
  3. 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。
  4. Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion

    本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。
  5. In the final part, the author puts forward some improvements to the performance evaluation. the sanhe company must reward its staff according to their performance. thus, the staff can work hard and improve their behavior

    並在廣州三禾公司原有績效考核表的基礎上，進行修改和增加，使得公司能夠更好地考核員工的工作績效，使員工的薪酬與實際業績掛鉤，以激勵員工努力工作，不斷提高工作績效。
  6. 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。
  7. As an important part of criminal science and technology teaching, the experiment teaching of material evidence examianation is renewed and improved continuously through reforming experiment teaching methods 、 perfecting experiment means and improving grade checking methods, we can improve obviously students ' interest in experiment, promote experient results and arose students ' enthusiasm for experiment

    通過改革實驗教學方法、完善實驗手段和改進成績考核方法，可以明顯提高學員的實驗興趣，增強實驗效果，調動學員實驗的積極性。
  8. For local enterprises, especially transformed state - owned enterprises, it is an inarguable mission to establish a scientific system for pe, which shall adhere to the situation of china and be of help for enterprises " development

    如何建立科學的、符合中國國情的以及適應和促進企業發展需要的績效考核方案，對于國內企業特別是改制后的國有企業來說，是一個不容忽視的管理內容和艱巨的任務。
  9. Finally, a conclusion of aas ’ s operational advantages, current problems, as well as the present job satisfaction was generalized attributed to the research and analysis from various angles. thus, three pieces of suggestions were put forward to improve the management of peer relationship. firstly, an effective mechanism should be established for employee encouragement and performance appraisal

    通過多角度、多方位的調研分析，了解到aas在管理中的優勢、存在的問題及員工工作滿意度現狀，提出企業員工關系管理改進意見: （ 1 ）建立並完善有效的員工激勵與績效考核機制; （ 2 ）加強以人為本為核心的企業文化建設; （ 3 ）積極參與員工職業生涯規劃，最大限度地滿足員工自我價值實現的願望，由此來提高員工的工作滿意度。
  10. The dissertation points out that paotcs must take into account the difference between different individuals, which means, it must design different assessment criteria and periodic time, adopt different appraisal methods accordingly for the civil servants at different levels and positions, formulate the files to record the civil servants ’ life - long performance, alter the conventional, one - fold and top - down assessment methods, promote and encourage the participation of the informed into paotcs

    本論文提出我國公務員考核指標的設計必須因人而異，要針對不同崗位、不同職級的公務員制定不同的考核標準、確定不同的考核周期、採用不同的評價方式，提出用績效檔案的方式對公務員進行終生考核，改變傳統的單一的自上而下的考核方式，提倡在公務員考核中採用知情人參與的評價方式。
  11. In the third chapter, it took the difficult problems into account such as owner ' s absence, high deputy cost, high systematic cost, corporation governance inefficiency, a great lot bad assets, severe circumstance, capital lack and excessive employee, etc. in the fourth chapter, it summarized many experiences and lessens on coming into the market, choosing mode of corporation governance, disposing bad assets, permanent financing and so on. in the last chapter, it went into thought on how to fully use present advantage, reasonably design the structure of organization and of ownership and of governance. it also give some advice on the reformation of management mechanism such as rewarding system, stuff structure, management of venture and of assets and of enterprise culture, finance product innovation and the like

    本文由六部分組成：導言，介紹了我國銀行業概況和建行改革的必然性；第一章，回顧了建行的發展歷史和經營業績；第二章，詳細分析了建行的組織結構、治理結構、產權結構、經營狀況和所面臨的環境形勢，提出了建行改革的必要性；第三章，深入論述了建行面臨的產權主體虛設、代理成本和制度成本高、治理結構低效等核心弊端的成因，剖析了建行改革面臨的不良資產、資本金不足、政企難分等主要難題；第四章，總結了國際上其他銀行在改組上市、治理結構和治理模式選擇、處置不良資產、募集資本等方面的經驗教訓；第五章，針對建行如何改革進行了理智思考，提出了具體系統的改革建議。
  12. In order to enhance the enterprise ' s core competition capacity and to improve the condition of human resource management, the present condition of human resource of the enterprise is surveyed

    為了增強企業的核心競爭力，改善企業人力資源管理狀況，本文通過對遼化保運分公司人力資源現狀進行調查，重點關注獎酬分配製度和績效考核兩方面。
  13. This paper consists of four chapters. in chapter one, the author briefly introduces the basic concepts of performance management, including its definition, main tasks, purpose and its circular model ; then discusses the vital link of pm, i. e. position analysis, performance examination, and incentive labor payment

    本文共分四章第一章簡要介紹了績效管理的基本概念，包括績效管理的定義、主要任務、目的及績效管理循環模型；分析了績效管理的重要環節，即職位分析、績效考核、薪酬激勵機制；以及績效改進的思想和方法。
  14. Studying how to set up feasible performance appraisal system has important referring value to developing of whole chinese medicine industry and current reformation of state ' s corporation. it also has great practical significance to the bigger and stronger of hefei shenlu medicine corporation after surviving

    研究如何建立切實可行的績效考核體系，對于整個中醫藥行業生存與發展，對于當前的國有企業改革改制，具有重要的理論參考價值；對合肥神鹿雙鶴藥業有限公司實現在生存的基礎上進一步做大做強的目標，也具有非常重要的現實意義。
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