績效管制標準 的英文怎麼說

中文拼音 [jīxiàoguǎnzhìbiāozhǔn]
績效管制標準 英文
performance regulation standard
  • 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 ...
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 標 : Ⅰ名詞1 [書面語] （樹梢） treetop; the tip of a tree2 （枝節或表面） symptom; outside appearance; ...
  • 準 : Ⅰ名詞1 （標準） standard; guideline; criterion; norm 2 （目標） aim; target Ⅱ動詞1 （依據; 依照）...
  • 績效 : performance appraisal
  • 管制 : 1. （強制管理） control 2. （對罪犯強制管束） put under surveillance
  • 標準 : （衡量事物的準則; 榜樣; 規范） standard; criterion; benchmark; pip; rule; ètalon （衡器）; merits
  1. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  2. The interior risk control mechanism in commercial bank is the basis of banking supervision and stability of financial system. we should introduce modern instrument measuring financial risks : var ; take advantage of accurate and overall index measuring achievement : raroc ; form multilayer risk control mechanism with the nature of incentive compatibility constraint ; and boost each branch, each level of institution and each staff to concern bank ' s revenue and risk simultaneously

    銀行內部風險控制機制是銀行監管和金融體系穩定的基礎，通過引入現代金融風險計量工具： var （在險價值） ，利用準確、全面的績效考核指標： raroc （風險調整資本收益率） ，在銀行內部構建起具有激勵相容約束性質的多層次風險控制機制，調動各類部門、各級機構、各個職員的既關心收益又關心風險的積極性。
  3. After the analysis, we raise several questions and go for an in - depth discussion. then we put forward our suggestion that standards of pe shall be made according to various positions and objectives and the employees who will be evaluated shall also have a voice in making the standards to improve its acceptability. the new pe system is objective oriented by mixed standards system and compellent distributed system etc. through careful analysis, the author hope to show us the function of pe system should not only limited to a summary of past work, but also a control beforehand as well as improve employees " performance and reinforce pe management

    論文從績效考核的基本理論、方法出發，通過對改制后的xt公司培訓體系的全面分析，以及對培訓組織的原有考核標準、方法等的剖析，提出了原有的考核存在的幾個問題，並就這幾個問題深入展開討論，對績效考核指標的確定提出了新的要求，即根據績效期內的工作目標確定考核指標以及被考核者參與制定考核標準與權重，以達到高接受性的目的；應用目標管理法、混合標準量表法等方法制定出以目標為導向的績效考核方案。
  4. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  5. On the one hand, this part sums up achievements in practice according to enumerating correlated data ; on the other hand, this part emphatically analyzes the existent problems, which mainly is the sale behaviors against regulations, the unsuitable construction standard, the sale price beyond the government ' s control, ineffective management of building land for affordable housing use, uneven development of affordable housing in different cities, furthermore, also makes thorough study on the possible aftereffects of the problems and the reasons for them

    一方面通過列舉相關數據總結實踐中取得的成績：另一方面著重研究存在的問題，主要有銷售行為不規范、對購買對象把關不嚴、建設標準偏高、價格缺乏有效控制、土地利用監管不到位、各地發展不平衡等，並對這些問題可能導致的後果及其產生的原因進行了深入探討。
  6. In addition, the paper studies how to control internal risk of commercial banks under the framework of var so as to optimize the capital distribution and the management of portfolio

    本文還探討了在var框架下進行商業銀行的內部風險控制，使資本分配在考慮組合分散效應后得到優化以及進行銀行資產組合的優化管理，分析得到var約束下組合收益績效標準。
  7. Based on analyzing the basis and ability of performance appraisal of hunan sanhongzhongke co., ltd, this article discuss the job analysis by giving an example, meanwhile, how to set up and exercise budget is illustrated to offer standard for finance index

    對如何開展工作分析進行了論述，並以示例說明了職務說明書的編制;闡明了如何依據企業的實際情況建立和運用預算，為績效考核財務指標提供評價標準。在完善工作分析和預算管理的基礎上，按照一定的步驟對績效考核體系進行了設計。
  8. Through the study of the establishment of is09001 quality management system and implementation of is09004 in zhuzhou cemented carbide group ltd., we can get the following conclusion : by the development of is09001 quality management system, the companies can solve the problems they had met in the quality management ; quality management of the organizations can be improved ; a good base will be built for the continual improvement. by the implement of is09004 standard, the companies can study the efficiency, interested parties, quality cost, self - classification and systems compatibility, which result in continual performance improvement. the eight quality management principles should become a part of the company culture, which lead the organizations to the perfect management model

    本文通過對株洲硬質合金集團iso9001質量管理體系建立過程的控制方法和iso9004標準實施方法的分析，指出企業可以通過正確地實施iso9001質量管理體系標準，初步解決組織原來存在的質量管理問題，提高企業的質量管理水平，並建立一個較好的質量管理平臺，為質量管理體系的持續改進奠定良好的基礎；指出企業可以通過在iso9001質量管理體系的基礎上應用iso9004標準，開展效率、相關方、質量成本、自我評定和體系兼容工作，持續改進組織的整體績效；指出企業可以通過對八項質量管理原則的學習和應用，使之成為企業文化的一個組成部分，指導組織向卓越管理模式前進。
  9. This writing take dhi as the research object and especially research the group of section managers. it deeply analyze the question about the performance management system of the state - corporations. the writing think, in order to gain the good effect of performance management and to gain the double effect in both improve the corporate manage level and benefit to the section manager ' s career development, the performance management should begin from the strategic object analysis, device the performance appraisal standard, pay attention to the communication process, take use of the performance appraisal result. device the career planning and development and training plan

    本文以大連重工績效管理體系為研究對象，側重從中層幹部這個層次，深刻剖析國有企業績效管理體系存在的問題，提出國有企業績效管理，要從企業戰略目標分解入手，制訂科學績效評價基準，重視績效溝通環節，充分利用績效考評結果，制訂中層幹部職業發展規劃和教育訓練計劃，保證績效管理的效果，以取得改進企業績效管理水平和利於中層幹部職業發展的雙重效果。
  10. Under the guidance of the theories of organization design and organization strategy management, this thesis concludes the characteristics of personnel function system, and expounds the reference standards of controlling the number of personnel positions of corporations of csic through analyzing technology, resource and ability of csic ; then, applying the theory and methodology of organization strategy management, business process reengineering and human resource management and development, this paper analyzes and designs personnel function system of csic, inquires into management information system that is connective with function system, shows the procedure, contents and function direction model of position analysis and design of csic which has been applied to position appraisals of no. 703 research institute ; next, the thesis analyzes and designs the models of personnel performance appraisals, gives development procedure of performance appraisals index and illustrates the index integrated with the corporati ons " actualities ; finally, in this paper, performance appraisals index system of personnel on management and technology was designed, and also the personnel performance appraisals model using ahp methodology combined with performance appraisals index system of management personnel

    本文以有關組織設計和組織戰略管理理論為指導，通過對csic的技術、資源和能力進行分析，得出其人才職務體系的特點，提出了csic企事業單位人才職位數量控制的參考標準；然後，運用組織戰略管理、業務流程再造和人力資源管理開發理論和方法，對csic人才職務體系進行了分析與設計，並對與職務體系相結合的管理信息系統進行了探討；其次，給出了csic職位分析與設計的程序、內容和職務說明書範例，並將其運用到703研究所的職位評價中；再次，對csic人才績效考核模式進行了分析和設計，給出了績效考核指標開發流程，結合企業實際對業績考核指標進行了說明；最後，設計了管理和技術人才的績效考核指標體系，並運用ahp法結合管理人才績效考核指標體系構建了人才績效考核的模式。
  11. Then, this paper empirically tested the validation and predictive accuracy of different var risk management model in the domestic financial market. finally, with the analysis of modem financial risk management development trend and the current domestic financial risk management situation, this paper made a prospect for the application of this model in the construction of domestic financial risk management system. through the analysis, the main conclusions are as follows : ( l ) the traditional mean - variance model is the special example of the portfolio selection based on the var risk management model for the case that the returns of the portfolio are assumed to be normally distributed ; compared with the mean - variance model, the var risk management model is more comprehensive and accurate in the measurement of the portfolio risk, so based on the var model, the investors can allocate the asset more effectively. ( 2 ) the var risk management model can provide the timely and comprehensive risk information for the top risk manager, so it is very helpful to the improvement of total risk management efficiency. ( 3 ) based on the var model, the raroc performance valuation approach can reflect the real performance of the portfolio manager and provide the coherent standard for the allocation of risk limitation and the construction of the incentive compatibility constraint mechanism in the financial instiutions

    通過研究分析，本文主要得出如下結論： （ 1 ）傳統的markowitz均值? ?方差模型僅僅是在資產組合收益率正態分佈假設條件下基於var風險管理模型進行資產組合選擇的特例，與均值? ?方差模型中的方差風險度量方法相比， var風險管理模型能夠更全面、更貼切地衡量資產組合的風險，且基於此模型能夠更有效地進行資產配置決策； （ 2 ） var風險管理模型能夠滿足更高層次風險管理者對風險信息的需求，有助於整體風險管理效率的提高； （ 3 ）基於var風險管理模型的raroc績效評價能夠反映資產組合管理人的真實業績，從而為金融機構風險限額的分配和激勵約束機制的制定提供統一的標準； （ 4 ）國內證券市場資產組合收益率服從正態分佈的假設明顯不成立，實證檢驗表明基於資產組合收益率正態分佈假設條件下的方差? ?協方差模型對國內資產組合風險的預測存在較大的偏差，由於文中證明在收益率正態分佈假設條件下基於方差? ?協方差模型進行資產組合選擇的結果等價于markowitz的均值? ?方差模型，因此，均值? ?方差模型對國內資產組合風險的預測同樣會存在著較大的偏差，而半參數var風險管理模型則能夠取得較好的預測衡量效果； （ 5 ） var風險管理模型符合未來金融風險管理的發展趨勢，基於var風險管理模型建立內容提要風險限額內控體系、風險信息披露體系和業績評價體系，並進行金融監管，將有助於國內金融機構內部風險管理方法和外部監管技術跟上國際金融風險管理的發展潮流。
  12. The new institutionalism makes use of the standard of efficiency which depends on transaction cost to judge the performance of all kinds of institutions, yet it does n ' t lucubrate the relation between institution cost and transaction cost, which results in the blurry connotation of the definition of transaction cost and the bottleneck of the measurement of the transaction cost and reduces the practical value of transaction cost greatly

    新制度經濟學盡管將建立在交易成本基礎上的效率標準作為判斷各種制度績效的根本，卻並沒有對制度成本與交易成本的關系進行深入地探討。這種狀況導致了人們在交易成本界定上的內涵模糊和度量上的瓶頸制約，也使得它的實踐價值大大降低。無論什麼樣的制度，在它客觀存在的時期或演進的過程中都需要花費一定的資源。
  13. In the aspect of management procedure system establishment, to work out all necessary plans, procedures and policy through identifying all the key factors in the whole lng project process from planning to startup ; to achieve the standardization of management and repeatability of execution through solidifying the operation process ; to realize the tractability of duty through setting up a clear assignment of functions and duties and assigning all the duties to specific positions ; to attain an effective control over the process and a quantitative analysis of the performance through setting up all necessary quantifying standards ; to fulfill the accumulation of process assets and promote the whole system to grow up through maintaining all necessary records and information archives

    在管理體系建設方面，通過識別lng項目自規劃至投產的整個過程的要素，建立所有必要的計劃、程序和制度，通過固化操作過程，達到管理的規范和實施的可重復性；通過建立明確的職責分配，將所有的責任分配至具體崗位，達到責任的可追蹤性；通過建立所有必要的量化標準，達到對過程的有效控制和對績效的量化分析；通過建立所有必要的記錄和信息檔案，達到對過程資產的積累，促進整個體系逐步走向成熟。
  14. Using objective criteria and method, through scientific program, it evaluates and makes hierarchy for government working effectiveness. in the country, it is a governmental management method both in government system today and part of government and public service exporting marketing in the future. it will be also an important way and method for the public expressing their rights and participating governmental management

    政府績效評估不再是傳統意義上單一的業績考核，而是一種全新的管理理念與方法，它運用客觀的標準、方法，通過科學的程序，對政府績效進行評定並劃分等級，貫穿了組織績效管理的全過程;既是國家在現存政治制度的框架內、在政府部分職能和公共服務輸出市場化以後採取的政府治理方式，也是公眾表達利益和參與政府管理的重要途徑與方法。
  15. They are as follows : job analyse and post manual ; location, organization, implement procedures ; assess criteria, result exertion of performance appraisal ; principles, mode and structure of the compensation system ; relative standard of wages and salaries ; concrete scheme of the wages and salaries for all position series ; and the long - term incentive payment plan for senior executives and key backbones

    設計方案涉及了工作分析與崗位說明書的編制；績效考核的定位、管理組織、實施程序、考核標準及考核結果的處置；薪酬體系的指導思想與原則、模式與結構；薪資的相對標準；各系列崗位薪酬的具體方案；高管人員與核心骨幹的長期激勵計劃。
  16. Then the useful ways are analyzed by which they can obtain technology, management and decision support in the process of operating the new model. its main content includes : ( 1 ) to achieve the finance integration based on the information standardization and reorganization of information systems on numerical campus with " all - in - one card " ; ( 2 ) to make overall budget management and control and establish a centralized system around finance within intranet systems ; ( 3 ) to get a dynamic capital control with an intensive financial center in order to improve their efficiencies and avoid possible risks ; ( 4 ) to build a performance evaluation and decision support system and help managers make better decisions by assessing and comparing their operational process

    然後從四個方面較為深入地探索了使高校財務管理迎接挑戰，實現新模式運作的技術支持、管理與決策支持的實施途徑，具體包括：實現財務業務一體化，即通過數字化校園及校園「一卡通」的建設實現校園信息的標準化和高校管理信息系統的整合；實現高校全面預算管理和控制，通過網路財務系統的建設，實現以預算管理為核心的財務集中管理；實現高校資金動態集中控制，即通過集約型資金管理結算中心的建設，達到對資金動態集中管理、提高資金使用效益、有效防範資金風險的目的；建立績效評價和決策支持系統，即通過績效測評、比較和分析，把脈高校運營和管理，支持領導決策。
  17. In the consequence, ignoring a appropriate ratio of cost - benefit, ignoring cost controlling in the operation, lacking of cost data and necessary cost managing skills always existed in the whole insurance industry. abc ( activity - based costing ) is a kind of advanced method of cost calculation and management. it can provide the objective, true and accurate cost information for the product and service

    作業成本制度作為一種先進的成本核算和管理辦法，它依據作業成本動因，採用多樣化的分配標準，使成本的可歸屬性大大提高，為產品及服務提供客觀、真實、準確的成本信息;同時它不只是一種計算產品成本的基礎，還是一種持續的成本管理過程，既可用於控製成本，也可用於企業的一些重要領域，例如預算編制、間接費用部門的績效衡量、戰略管理等。
  18. 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。
  19. In response to “ neusoft ” invitation, hewitt provide in this material our suggested project approach to help neusoft build up the world - wide standard human resource management system, which will be especially focused on the job design / evaluation, compensation design and performance management

    我們接受了東大軟體集團有限公司（東大）的委託，為貴公司提供一份關于翰威特公司將如何幫助制定一個世界標準的人力資源管理系統，尤其是東大特別關注的工作設計/評估，薪酬激勵及績效管理系統的設計方案。
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