績效目標 的英文怎麼說

中文拼音 [jīxiàomùbiāo]
績效目標 英文
performance goal
  • 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 ...
  • 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...
  • 標 : Ⅰ名詞1 [書面語] （樹梢） treetop; the tip of a tree2 （枝節或表面） symptom; outside appearance; ...
  • 績效 : performance appraisal
  • 目標 : 1. （對象） target; objective 2. （目的） goal; aim; destination
  1. A whloe management structure of a company is a shareholders ' value management system concerning the internal and external management

    股東價值是連接公司內外部資產和資本控制績效目標的紐帶。
  2. The basic principle of earned value is introduced in this paper and the contents of project risk management are also included. based on analyzing of merits and shortcomings about earned value and risk management, it is likely to integrate them. the paper has a hot talk about the method of calculating the earned value indexes when the schedule of activity is fixed

    接著，著重討論了項目活動持續時間均服從pert三點估計時項目在各觀察點的掙值績效指標值的計算方法，給出了某一項目在該種情況下各觀察點的最可能的掙值績效指標值的模擬結果，並在分析了這些掙值績效指標值的曲線特徵的基礎上，探討了掙值管理中的風險控制問題。
  3. Hurd is eligible for an annual bonus of $ 2. 8 million to $ 8. 4 million, based on hitting performance - related targets, and received a $ 2 million signing bonus

    除了期權和420萬至1 ， 260萬美元等基於績效的長期激勵性獎勵外，根據完成績效目標的情況，赫德還可以獲得每年280萬美元至840萬美元的獎金和200萬美元的簽約獎金。
  4. At the same time the development of enterprises " e - business still stand in an initial stage in the world. according to the current situation of our country " s e - business, some principles have been suggested. on the basis of classification of development the paper divides e - business three levels : primary level ( spreading ways ), intermediate level ( integration ), senior level ( transformation ) and ultimate level ( amalgamation ). these strategies include continuity and selectivity

    其中在設定績效目標時，綜合應用了目標管理法（ mbo ） 、平衡計分卡（ bsc ）和關鍵業績指標法（ kpi ） ，將組織戰略按照組織? ?部門（團隊） ? ?個人的順序，層層分解為具體的可操作性目標，使員工、團隊行動與組織戰略掛起鉤來。
  5. According to the practice of the process of design performance system for china telecom xian branch, bsc has been introduced into performance management to certain the performance assessment element by made the indexes of finance / benefit, service / operation and develop all get together. then use the method named value tree tc make the enterprise strategy mission decomposed to every department and post, establish the system of performance management index by select kpi, and use moon chart to estimate the weight of index in order to ensure assessment emphasis. the last but not the least important is sign a performance agreement with every person, to achieve two - way communicate of performance objective and make personnel grow with enterprise

    在進行績效管理體系設計的過程中，引入「平衡計分卡」 ，確定該企業績效考核評價要素，使財務效益類指標與服務經營類、學習成長類指標相結合；使用「價值樹」方法，將該公司的總體戰略指標分解到各個部門、各個崗位；通過關鍵績效指標（ kpi ）的選擇，建立了部門和個人的績效考核指標體系；採用「月亮圖」法確定指標權重，明確崗位考核重點；最後，以逐級簽訂「績效協議」的方式，實現企業績效目標雙向溝通、企業與員工發展共進的績效管理目標。
  6. With the example of green manufacturing system ( gms ), this paper builds up the environmental performance objective structure of gms, and takes an analysis on the measuring process of gms

    以綠色製造系統為例，建立了該系統的環境績效目標結構，並對其進行了評估分析。
  7. Taking the needs of enterprise management into account, the final part designs a new system for performance appraisal of r & d staff. based on the research in the theory of performance appraisal, the paper has designed a new appraisal system of r & d staff in the research institute, integrating the needs of management system

    第四部分在前面研究的基礎上，結合企業管理需要，對茂名石化研究院研發人員的績效考評體系進行全新設計，包括研發績效目標管理系統的構建，研發人員考評指標選擇、設計的原則，考評指標權重的確定，考評量表的設計，考評的實施，考評結果的統計與分析等。
  8. Based on this communication the goals of performance development could be established in this process. through this continuous communication performance capabilities will be trained, which help staff achieve performance goals

    在這個過程中，經理與員工在溝通的基礎上，幫助員工定立績效發展目標，通過過程的持續溝通，對員工的績效能力進行輔導，幫助員工不斷實現績效目標。
  9. The article thinks : in term of expecting the theory in the performance goal - setting link, put forward goal should concrete, degree of difficulty proper, what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately, comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one, position adjustment and the salary adjustment

    文章認為:績效目標設定環節中從期望理論的角度，提出了目標應當是具體的、難度適當的、被員工所接受的等原則和觀點;績效管理實施環節中，應該進行持續不斷地績效溝通;績效評估環節中分別從評估維度的缺失和公平性問題來展開研究，應保證評估的全面性和公平性;正負激勵環節中從末位淘汰與職位調整以及薪酬調整的視角解讀員工行為。
  10. In place of this, individual departments now have greater delegated responsibility for pay determination, with affordability, achievement of performance goals, and recruitment, retention and motivation as the key considerations

    取而代之的是以下現象：個別部門在釐定薪酬方面享有更大的權責，重以財務負擔能力實現績效目標如何招納留用和激勵優秀員工作為主要的考慮因素。
  11. Using coverage as a performance goal for testers

    使用覆蓋率作為測試員的績效目標。
  12. Accompanying with more communication and trust, the persons in charge and employers will help each other and wo n ' t hate performance appraisal. while the employees fulfills their performance object, the organization object consisting of individual and d epartment object fulfill also, which turns dual - winning - - individuals and organization all get development. this is the goal of humanism management being seeking in management science

    隨著相互了解的增多和信任的提高，原本令主管、員工畏懼、反感的績效評估轉化成相互鼓勵、支持的信息交流過程，員工（包括普通員工與管理者）績效目標得以實現，從而由個人目標、部門目標有機組成的組織目標也得以達成，最終實現「雙贏」 ? ?個人與組織都得到更好的發展，這也是管理學上所推崇的人本主義管理的最高境界。
  13. ( 1 ) staff performance management system is not only a periodic cycle but also a general management tools and is rooted in a deeply idea which includes target management idea, human management idea, motivation idea and performance spirit idea etc. ( 2 ) the staff performance management system includes performance target system, performance improvement system, performance evaluation system and salary development system

    （ 1 ）員工績效管理不僅僅是一個周期性的循環過程，也不僅僅是一個通用的管理工具，更主要的是在於其內在的深層理念，這些理念主要有目標管理理念、人本管理理念、激勵理念和績效精神理念等。 （ 2 ）在這些內在理念的基礎上建立的員工績效管理系統包括相互獨立又相互銜接的四個子系統：績效目標體系、績效改進體系、績效評估體系和薪酬發展體系。
  14. A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable

    團隊是一小群具互補技巧的人，對共同的目的、績效目標、做事方法彼此承諾並且相互負責。
  15. 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。
  16. 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。
  17. The results of the research are as follows : firstly, the definition of scpm, the critical role scpm played in scm, the discrepancy between scpm and enterprise performance measurement ( epm ), as well as the development tendency of scpm, are systematically analyzed based on the insightful understanding of sophisticated systems performance measurement. after that, the deep investigation is carried on into the basic elements and its design process of scpms. furthemore, the target of supply chain strategy performance, business processes performance and activity / tasks performance are systematically integrated

    本文在深刻理解供應鏈及供應鏈管理理論知識的基礎上，對供應鏈績效評價系統作了如下研究：在分析復雜系統績效評價內涵的基礎上，系統地研究和分析了供應鏈績效評價的定義、在供應鏈管理中的地位和作用、與企業績效評價的差異以及供應鏈績效評價的發展過程；研究了供應鏈績效評價系統基本組成，對供應鏈績效評價系統的設計過程進行了深入的研究，並將供應鏈戰略績效目標、業務流程績效目標、活動任務績效目標有機的結合起來，提高了綜合評價的可操作性。
  18. So, whether ability and position is matched r - easonably is the basic condition to gain performance

    因此，能崗有效匹配是企業獲得績效目標的基本前提。
  19. Team based performance pay, which is less common and is typically associated with meeting performance targets, or completing a particular task or project

    較少採用，一般要求工作團隊實現既定的績效目標或完成某一任務或項目。
  20. Team based performance pay, which is less common and typically associated with achieving set performance targets, or completing a particular task or project

    較少採用，一般要求工作團隊實現既定的績效目標或完成某一任務或項目。
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