績效評估目標 的英文怎麼說

中文拼音 [jīxiàopínggūmùbiāo]
績效評估目標 英文
performance appraisal objective
  • 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 ...
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 估 : 估構詞成分。
  • 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
  • 評估 : estimate; assess; appraise
  • 目標 : 1. （對象） target; objective 2. （目的） goal; aim; destination
  1. 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。
  2. 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。
  3. Research on application of performance appraisal based on objective management in public department

    基於目標管理原理對公共部門績效評估改進的實證研究
  4. Otherwise the author reasonably fixes in the evaluation factors about ocb and sales quantity and adapts the 360 degree performance appraisal and puts the ocb into the performance appraisal to the house sales this method integrates organization citizenship with performance evaluation and puts into practice in the real estate industry, which will benefit the human resource management in this field and help the company to reach the goal and avoid the old method ' s weakness

    對組織公民行為指標進行合理整合，將其運用於房地產業的售樓員績效評估當中，是科學的，合理的。該研究方法的實施，將有利於房地產企業人力資源管理，促進企業戰略目標的實現，同時又能避免由於只重銷售量而產生的弊端出現。
  5. Their business covers the following : auditing for the listed and ultra - large state - owned enterprises group and enterprise account - checking ; taxation affairs surrogating, consultation and planning ; asset evaluation for listing of enterprises and its overall assets ; evaluation on the cleared assets of banks and asset management companies ; evaluation on immaterial assets and brands ; pperformanceevaluation for state - owned enterprises and land ; auditing on the budget and final accounts of large - scale projects and cost investment controlling of ultra - large projects, tendering invitation surrogating ; management consultation, financial consultation, tax planning, the flexibility analysis and argumentation of capital operation, share system reorganization and various investment projects ; consultation on and subrogation for the re - grouping, annexation, clearance, closure and canceling of enterprises consultation on enterprise information planning ( erp ) ; corporation image ( ci ) planning ; quality attestation consultation ; consultation and transference of scientific achievements, science consultation and service ; other training programs

    公司在上市公司審計、特大國有企業集團審計、企業查帳驗證；稅務代理、稅務咨詢、稅收籌劃；企業上市資產評估、企業整體資產評估、銀行和資產管理公司清理資產的評估、無形資產和商標評估、國有企業經營績效評估、土地評估；大型工程預決算的審計、特大型工程造價投資控制、工程招投標代理；企業管理咨詢、財務咨詢、資本運營、股份制改組及各類投資項目的可行性分析論證；企業的改制重組、兼并、清理、歇業、注銷的咨詢及代理服務；企業信息化咨詢（ erp ） ，企業形象策劃（ ci ） ；質量認證咨詢；科技成果的評估及轉讓、科技咨詢及服務；各種培訓服務等方面有強勁的服務能力。
  6. The client side : the law and regulation ( the authorize and restriction ) ; the organization ( the strategic planning and preparation working ) ; the management ( clear object, audit mechanisms and performance evaluation )

    業主面：包括法制面有關法令授權與限制。組織面前置作業與策略性的規劃。管理面明確的達成目標、監督機制、績效評估與承包團隊之能力與實績。
  7. Aimed at strengths and weakness of mssse, the life - cycle of sa model, operational framework, sa partner selection model, sa organization choice model and are systematically designed. firstly, sa partner selection model utilizes a three - stage structure, resorts to relationship theory, fuzzy clustering, simple target evaluation and adaptive genetic algorithm and chooses ideal partners. secondly, sa organization choice model presents three kinds of basic organization pattern of msssesa and mapping relationship between sa type and organization pattern

    針對中小軟體企業的優勢與劣勢，設計了中小軟體企業戰略聯盟生命周期模型及基於模型的戰略聯盟運作框架，系統設計了聯盟夥伴選擇模型、聯盟組織選擇模型、績效評估模型：夥伴選擇模型：在明確中小軟體企業戰略聯盟目標分解原則與聯盟夥伴遴選準則的前提下，選用三階段法，運用關系理論、模糊聚類、單目標評價、自適應遺傳綜合優化來完成對理想聯盟夥伴的選擇；聯盟組織選擇模型：提出了適合中小軟體企業戰略聯盟的三種組織模式及與聯盟類型之間的映射關系；績效評估模型：運用模糊綜合評判的思想對聯盟績效進行模糊評估。
  8. 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。
  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. 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。
  11. ( 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。
  12. The operating function of government lacks performance evaluation, often making managenent goal deviate from the aim of policy - making

    摘要現行行政運行職能缺少績效評估，容易導致管理目標偏離決策目的。
  13. The third part discusses the standard of a distributor and how to recruit and get the best distributors for a business. the forth part relates the management of distribution channel, such as the management of channel price, the management of channel promotion and the stimulating of the distributor and how to resolve the conflict among distributors. in the last part, based on the analyzing of the channel system of yashi co., ltd., the advice of adjusting the channel has been provided, and the way of how to integrate the traditional and new channel has been given

    全文共分五章：第一章對亞獅公司的行業背景及公司的渠道建設進行分析，以介紹公司所處的市場環境及公司的渠道演變；第二章分別對企業選擇渠道的原則、設立渠道目標及如何確立渠道結構和分配渠道成員任務等問題進行了闡述；第三章探討了公司選擇渠道成員的原則和標準以及選擇渠道成員的策略；第四章對渠道管理的幾個方面：價格管理，促銷管理，渠道成員的激勵與績效評估和渠道沖突的管理等展開討論；最後，經過對亞獅公司分銷渠道存在的問題進行了分析，提出了改進建議，並就傳統渠道與新型渠道的整合提出了意見，展示公司渠道建設的方向。
  14. After determining the principles about valuation on team works ' performance including objective orientation, balance on targets, equally emphasized quantification and non - quantification, flexible adjustment in proper time, and based on information, this article designs a four - steps - model to evaluate the consultants ' team performance

    在確立了團隊績效評估的原則應包括有目標導向、注重均衡、量化與非量化並重、適時調整及創建信息基礎等五大原則后，本文設計四步驟的評估模式為設置目標、影響目標因素的展開、確認誘因及創建評估指針等。
  15. 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。
  16. The successful experience of developed countries inspires and gives the reference to chinese government to implement own government performance evaluation, which will make for china to develop smoothly the government performance evaluation with chinese characteristic, help people take part in and realize the goal of the evaluation and build the modern system of government performance evaluation

    他們的成功經驗給我國的政府績效評估提供了有益借鑒，有利於推動中國特色政府績效評估的健康發展，有利於公眾參與並促進我國政府績效評估目標的實現，也有助於我國建立現代化的政府績效評估方法體系。
  17. 3. the research concluded that the implementation of performance system in government organization depends on the comparing of costs and benefits, practicability, the contradiction with current performance system and acceptability by the organization itself. 4. as a conclusion, the reserch proposed a tri - subject performance evaluation model to combine contemporary performance management practices. the component of the model include strategical objective sub - system, banlanced performance evaluation sub - system based on integrative resource management, and information feedback sub - system

    提出從物理構成形態上看，理想形態的服務型政府績效評估模式整合了戰略目標子系統、基於資源管理整合系統的平衡性績效衡量子系統以及績效信息反饋應用子系統，並探討了這一模式的具體應用步驟和實施條件。
  18. Theories of performance evaluation have developed over the years from the concept of focusing on procedure management that emphasizes on evaluating individuals ' performances to objective - oriented management that combines organizations ' and individual ' s objectives, and are now integrating with strategy management, budgeting, incentive system, and human resources development

    隨著時代的進步，績效評估理論也不斷在進化，由早期強調過程管理，著重個人績效衡量，逐步走向組織與個人目標結合的目標管理，迄今更進一步發展與策略管理、預算編列、激勵制度、人力發展等各項制度結合。
  19. And hence it is important for a company to understand how to carry out performance rating and standardize various arenas in a measurable way within the performance rating in order to realize its corporate wide strategic goals

    而在企業管理過程中，如何進行績效評估，如何選擇評估指標，如何量化指標，是關繫到企業的戰略目標能否順利實現的關鍵。
  20. Incentive to employee is a systematic engineering. during the course, every theory of motivation is related to each other. that is to say, motivation factors must be completely considered in the course of individual capability evaluation, object design, performance appraisal, reasonable physical and mental incentive method to meet with individual demands, all of which are correlated and mutually complementary

    本文提出了對職工的激勵應該是一個綜合的系統工程，在這個過程中所有的激勵理論都不是孤立的，從一名職工進入企業開始，企業在對其個人能力的評估、目標的設置、對個人績效的評價、運用合理的物質及精神激勵手段以滿足個人的主導需求等方面都必須考慮到激勵的存在，並且是互有聯系、互相補充的。
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