績效考評 的英文怎麼說

中文拼音 [jīxiàokǎopíng]
績效考評 英文
performance 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 ...
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 績效 : performance appraisal
  • 考評 : assessment
  1. Because the chief office has key effect on station ' s development, the paper try to researching systemic on performance appraisal of station chief office in order to promoting its unfaltering development. based on an in - depth discussion of current research and application status of performance appraisal theory, the paper explores its performance appraisal linking with the actual situation of station chief office

    由於基層站段長是鐵路行業的脊樑，並且在相當程度上，對鐵路提高經濟效益、社會效益和逐步發展壯大起著關鍵性作用，因此，本文力圖對蘭州鐵路分局站段長績效考評體系進行系統全面的研究，以促進蘭州鐵路分局穩步發展。
  2. It is an important method for appraisal to motivate positivity of managers and employee. only through appraising performance of employees scientifically and fairly, can we know across - the - aboard employees impersonality. only through correctly appraising results, can pertinence and felicitous incentives be adopted to increase positiviry of managers and employees

    在人力資源開發與管理中，績效考評是一項重要的基礎性工作，是調動管理者和員工積極性、創造性的重要手段，只有通過科學、公正、公平地考評員工的工作績效，才能全面地了解員工；只有準確的考評結果，才能有計劃的針對性地採取恰當的激勵措施以調動員工的主動性和積極性。
  3. It is an important method for appraisal and incentive to motivate positive effect of managers and employee. only through appraising performance of employees scientifically and fairly, can we know across - the - aboard employees. only through correctly appraising results, can pertinence and felicitous incentives be adopted to increase positive effect of managers and employees

    在人力資源開發與管理中，績效考評是一項重要的基礎性工作，只有通過科學、公正、公平地評價員工的工作績效，才能全面地了解員工；只有準確的評估結果，才能有計劃、有針對性地採取恰當的措施以調動員工的積極性和主動性。
  4. Performance evaluation, on which many other functions are based, is the most important part of hr management, and its basic purpose is to make its employees continuingly develop, providing the fundamental force to push the enterprise forward

    績效考評作為企業人力資源管理中關注的重點，為實施人力資源的其他職能提供依據，但它最深層的目的是促進員工的發展，因為企業持續發展的根本動力就是員工的發展。
  5. Performance examination and assessment in technological corporations

    科技型企業的績效考評
  6. This paper strives to solve the series of problems about performance appraisal that business enterprises are facing now, such as poor operation, weak focalization, difficult implement and so on

    本文力圖通過構建崗位管理中的績效考評系統來解決企業績效考評所面臨的操作性差、針對性不強、難以落實等一系列問題。
  7. Refer to the motivation methods from the advanced countries ; summarize the positive hints for chinese companies. 4. put forward the procedures and principles for motivation mechanism design ; analyze the demand hierarchy and work performance of knowledge workers ; mend the macro demand hierarchy theory and traditional performance valuation system ; found the overall performance evaluation system and motivation model

    提出了知識型員工激勵機制設計的流程、原則，並遵循該流程和原則對知識型員工的需求層次和工作績效進行了詳細分析，對馬斯洛需求層次理論和傳統的績效考評制度進行了修正，在建立知識型員工綜合績效評估指標體系和激勵模型方面，提出了自己的獨立見解。
  8. Human resource management itself is an organic system on a whole, and performance appraisal plays key functions

    人力資源管理是一個有機的整體，而績效考評是其中的重要職能。
  9. Among the talent system, the salary system is the plan which makes the strategic goal into the practical action and guides and inspires them to implement the action. so, for our companies and managths, how to establish the salary system which fits in with the needs of development and how to follow the salary management, it is an important problem. so, to one companies, how to set up the practicable salary system has become the most important and urgent and arduous task. enterprise ’ s achievement has a direct relationship with reasonable salary system and management mechanism

    論文結合sw集團的內外部環境，提出其可能選擇的薪酬政策，並給出一套較為切合企業實際的崗位薪點工資制薪酬方案，闡述了點數法的工作評價方法的選擇，進行了崗位薪點工資制的設計，及績效考評體系、福利薪酬體系和內在薪酬管理等對崗位薪點工資制的支持，並對該方案以後實施過程中可能遇到的問題提出相關建議。
  10. These suggestions include the reform of the present assessment system of the titles of technical posts and the gradual " adoption of the post employment system ; the deepening of the distribution system within university, the building of a more flexible rewarding system ; thorough understanding of the teachers " needs, the combination of material motivation and spiritual motivation ; the bui

    這些建議包括：改革現行的職稱評聘制度，逐步推行教師崗位聘任制；繼續深化校內分配製度改革，建立柔性的報酬制度；深入了解教師需要結構，物質激勵與精神激勵相結合；建立科學合理的績效考評體系；優化內部環境，為教師創造公平的競爭機會。
  11. 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。
  12. Then, the road of improving corporate governance structure is found out, and at last, the goal of increasing the efficiency of the board is realized. after analyzing the board ' s characteristics, functions and background, with the performance management theory, the performance management process model is originally established. moreover, it is first that establishing the board ' s performance appraisal system with multipolar inspection and analysis

    本文在全面分析了董事會的職能、特點和現實背景的基礎上，結合績效管理理論，提出了董事會績效管理過程模型；在對董事會進行多角度的考察、分析的基礎上，構建了董事會績效考評體系；並在此基礎上，提出運用模糊評價的方法對董事會進行綜合考評。
  13. This article focuses on the analysis and systematic research of enterprise performance and outlines the flow chart of this project. all the studies are based on the history background and modern reality and are the results of combining the principle of performance appraisal and the requirements of the new economy, here i like to mention some tools adopted in this article : human resource management. organize behavior study, system engineering, finacial and management

    本文基於這樣的背景和現實需要，從提高企業的經營效率出發，運用人力資源管理學、組織行為學、系統工程學、財務會計學、管理學等有關知識和理論，在系統化的學習和總結了前人對于績效考評與激勵機制研究理論知識的基礎上，根據新經濟時代企業績效考評和激勵機制的要求與特點，對企業績效與激勵的現狀進行了分析，結合企業的實際對企業的績效考評進行了系統化的全面研究。
  14. In this dissertation, the author drew lessons from many schools of thought, then defines performance and performance appraisal, approaches the characters of effective appraisal, explains the general methods and principle of performance appraisal and points out that single appraisal persons ca n ' t avoid many partial conclusions, we should pay great attention to the dialectical relations between two appraisal sides, strengthen training appraisal persons. and choose multilevel appraisal persons

    文中，筆者博取多家所長，借他山之石，再次定義了績效與績效考評，初步探討了有效考評的特徵要素，簡單闡述了評估的一般原則和主要方法，認為無論採取哪種方法，要堅持客觀公正的原則，僅選取單一考評主體是無法迴避近因效應、暈輪效應… …等諸多缺憾的。
  15. 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。
  16. In the implement period of this system, the thesis supplies relatively sounded concrete and feasible chart for every levels and every departments administers

    在體系的實施中，論文給出了德達公司各層各部門管理人員相對全面、具體、具有一定操作性的績效考評表。
  17. The aim of performance examination and critique is manoeuvre activity of administers, and promote company performance, only those companies which with high performance in an invincible place in cruelty competition

    管理人員績效考評的目的歸根到底是為了調動管理人員的積極性，從而提高公司的績效，只有高績效的公司才會在殘酷的競爭中立於不敗之地。
  18. Research on project team member performance evaluation

    項目團隊成員績效考評研究
  19. 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。
  20. It is divided into four parts to illustrate the environmental tests management system, including organization structure & labor source management system, tests process management & controlling system, tests information management system and quality guarantee system. firstly, it begins from organization structure of environmental tests, to look into the suitable organization structure, which applies to the environmental tests development, this thesis suggests the changing from original beeline organization structure to combinative organization structure of beeline function & matrix organization structure. it also investigates the labor source management and discusses under this new structure, presenting the system which meets the demand of existent military equipment development ; then, using relative concepts of queuing theory to solving the tests orders reasonably makes the minimum time for products in lab

    首先從環境試驗的組織結構入手，研究適合環境試驗發展的組織結構，提出將原來的直線制組織結構轉變為直線職能制和矩陣制相結合的組織結構，並探討在這種結構下的人力資源管理和績效考評、提出適應目前軍用裝備發展要求的環境試驗組織機構與人力資源管理體系；然後從環境試驗過程管理的角度出發，運用排隊論的有關概念，合理解決試驗排序，使產品在實驗室的停留時間最短，並建立試驗過程管理與控制體系；從試驗信息的重要性角度出發，探討試驗信息收集與反饋的一般方法及建立環境試驗數據信息庫的重要性；最後從質量管理的角度出發，研究環境試驗內部質量保證部門的作用與職能，運用服務質量環的原理構建了環境試驗的質量保證體系。
分享友人
分享到 Line

分享到臉書