績效需求 的英文怎麼說

中文拼音 [jīxiàoxūqiú]
績效需求 英文
performance requirement
  • 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 ...
  • 需 : Ⅰ動詞（需要） need; want; require Ⅱ名詞1. （需用的東西） necessaries; needs 2. （姓氏） a surname
  • 求 : Ⅰ動詞1 （請求; 要求） ask; beg; request; entreat; beseech : 求人幫忙 ask sb a favour; ask a favou...
  • 績效 : performance appraisal
  • 需求 : needs; need; demand; requirement
  1. Managing the department to need to understand to managing course and final management effect, namely the expressway construction project management twist hempen thread effect is appraised the question in the expressway construction project management course, and it is the evaluation is in progress to the synthetical effect of project management work, and all asks to going out the corresponding evaluation result as for fixed quantity and quality quota

    在高速公路建設項目管理過程中，管理部門需要對管理過程及最終的管理效果進行了解，即高速公路建設項目管理績效評價問題，它是對項目管理工作綜合效果進行的評價，對于定量、定性指標都要求給出相應的評價結果。
  2. The portfolio considers the user ' s preference in addition to the common return and risk factors

    實證結果的分析分為兩方面：一、在遺傳演演算法搜尋績效與穩定性方面：其實驗結果均能滿足使用者需求。
  3. In the paper i investigate the postion & performance & payement of zhejiang thermal power construction company " s human resource, the recombined organization pattern and the demanded human resource quantity & designability during the year 2004 to 2008. all these mentioned above are on the basis of the original and adjusted layout of national electricity corporation, analyzing the intending competition strategy and trend of development of electric power construction industry

    結合國電公司原十五規劃及調整后規劃、分析電力建設行業未來的競爭戰略和發展趨勢的前提下對浙江省火電建設公司的人力資源戰略的崗位管理、績效管理、薪酬管理三個重要組成部分和強調以流程為導向的組織模式重組以及2004年- 2008年期間的人力資源需求總量和結構性需求進行了探討和實現。
  4. To exercise control, managers must decide which goals to measure - perhaps goals pertaining to productivity, quality, or responsiveness to customers - and then they must design information and control systems that provide the data they need to assess performance

    在履行控制職能的過程中，管理者首先要確定測評的目標（目標可能涉及生產力、產品質量、對顧客需求的反映等） ，然後，必須設計出信息和控制系統，以便為評估績效提供所需要的數據。
  5. From the analysis, we can conclude that, in order to meet the demand of the hotel development and improve the performance of the hotel and in order to meet the changing of the customers ’ demand, it is necessary to strengthen the management of the perception service quality

    主要是從行業特點、飯店績效、顧客需求三個角度進行了探討。通過分析我們提出論點:為了適應行業發展的需要，為了改善飯店經營績效的需要，為了滿足顧客需求變化的需要，強化我國飯店顧客感知服務質量管理是很有必要的。
  6. Satisfy service - level agreements as defined in customer requirements performance and security guidelines, for example

    按照客戶需求的定義滿足服務等級協議（例如，績效和安全指導方針） 。
  7. Then the author introduced three famous human capital incentive theories, such as abraham " maslow ' s w, 3 ! tt 2000 hierarchy of needs theory, herzberg ' s motivation - hygiene theory and skinner ' s reinforcement theory etc, incentive methods, such as annual payment system and stock equity system, the primary investment methods, such as, education investment, training investment, work force flow investment, health - care investment, learn and work investment and the social interaction investment etc. the author followed the previous conclusion that human capital was very crucial to the economic growth and connected it with the practices to form the model that human capital investment greatly influenced the economic growth

    扼要介紹了一些著名的人力資本激勵理論：馬斯洛的需求層次理論、赫茨伯格的雙因素理論和斯金納的強化理論等、激勵方式：年薪制和股權制等和主要的投資方式：教育投資、培訓投資、勞動力流動投資、衛生保健投資、 「干中學」投資和人際關系投資等。沿襲前文的結論?人力資本在經濟發展中的重要地位，作者結合中國的實際，構建了人力資本投資對經濟增長的績效分析模型，採用教育經費法和年限法論證了全體勞動力平均受教育年限對經濟增長的意義。
  8. 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。
  9. The core issue i " d like to discuss in this paper is the thesis that " cooperative security " is the rational choice of the security patterns in the asia - pacific area after the cold war. the following are my reasons : from the practical perspective, asean regional forum ( arf ) is the first and the only pan - regionally official " cooperative security " organization emerged in the asia - pacific area after the cold war. and it has made great contribution to the asia - pacific security : firstly, arf is the product of the asean ' s new security concept and strategy, which is in accord with the maintenance of national and regional security interest for asean and most of the states in this area ; secondly, the appearance of arf also conforms to the subjective and objective needs of big powers ; thirdly, the method to resolve the security problems by dialogue and cooperation, the building of confidence - building measures and the launching of the preventive diplomacy in arf have enhanced mutual understanding and mutual trust among asia - pacific countries

    本文要論證的中心問題就是， 「合作安全」是冷戰后亞太地區安全模式的理性選擇，理由如下：首先，從實踐的角度看， 「東盟地區論壇（ arf ） 」是冷戰后亞太地區出現的第一個，也是迄今為止唯一的一個泛地區官方「合作安全」組織，它在發揮維護冷戰后亞太地區安全方面起到了重要的作用和收到了良好的績效：第一， arf是冷戰后東盟國家新的安全觀念和以此為指導的新的安全戰略的產物，它符合東盟國家及絕大多數發展中國家保持本國及整個亞太地區安全與穩定的利益；第二， arf的出現符合亞太地區大國的主觀訴求和客觀需要；第三， arf以對話、合作解決安全問題的方式及它的信心建立措施和預防性外交的開展為亞太地區國家之間增進相互理解和信任起到了積極的作用，有利於冷戰后的亞太國家走出「安全困境」 ，實現真正意義上的普遍安全。
  10. It is a process of competencies selection and confirmation as well as alignment of hr strategy with the company strategy through competencies model. the second step is to implement hr strategy so as to achieve the company strategy. it is a process of competencies development and transfer to performance results through hr management practices guided by competencies model

    而且能力模型因企而異，不可生搬硬套；第三部分著重論述了能力模型實施的兩個主要環節：一是根據企業戰略提出核心能力需求並制定相應的人力資源戰略，這是能力模型把企業戰略與人力資源戰略相結合的過程，也是能力的確認過程；二是根據人力資源戰略進行各項人力資源管理實踐，這是能力模型通過各項人力資源管理實踐去實施企業戰略的過程，也是能力的開發、發展和轉移成企業績效的過程。
  11. Thirdly, the working time depends on season change and there is a different focus in the evaluation of merit & benefit. lastly, there are many scattered manufactured sites for one unit, so the employers work not in a single site. in order to adapt to the requirement of management information and the modernization, it is urgently to develop a hrmd to supply information integration and share of human resources management in those institutes

    我國市級科研所正處于科研體制改革時期，在人力資源管理上具有「專業技術人員多，知識群體密集；多種分配模式並存，實際工資和檔案工資分離；工作時間季節性強，績效考核各有側重；生產基地多，人員分散」等特點，為適應管理信息化、現代化的發展要求，迫切需要開發一個符合行業管理特點，能為人力資源管理活動提供信息集成和共享的人力資源管理與決策支持系統。
  12. Governmental performance assessment in china has already been unable to adapt social requirements and customer orientation administration demand, so performance assessment insistently demands guidance and enlightenment in the theories

    中國政府績效考核現狀已經不能適應社會需要和以顧客（群眾）為導向行政的要求，亟待理論上的指導和啟發。
  13. As the national public expenditure has been raised increasingly and the conflict between economic resources and demand has been severe day after day, people more and more concerned about how the economy, efficiency and effectiveness of the government administrative operations and put more and more pressure on the government. on these conditions, performance audit stood on the historical stage of the government audit step by step

    隨著國家公共開支的大幅度增長，經濟資源與需求矛盾的日益尖銳，政府運作的節約、效率、效果如何，更為大眾所關注，對政府的壓力也越來越大，在這樣的環境中，績效審計逐漸登上了政府審計的歷史舞臺。
  14. To meet the demand of the real teaching management in higher adult education credit system under massive education, an effective teaching management of information system which is based on the modle of c / s / s and b / s / s under the network of the internet and intranet sysytem has been talked about in this paper for the different needs on higher adult education teaching management in credit systems and designs. the states, the features, the goals and the schemes of the system have been discussed fully in this paper. the system requirements have been also analysed from all sides of the system which includes the student ' s status system, the teaching management system, the elective courses system, the examination system, the students " scores management system, the teaching material management system. the outlay system, the off - campus system, the achievement system and the web system etc. the system principles, the ways for the design and the functions in the total system design have also been demonstrated in details

    本文首先敘述了成人高等教育學分制教學管理系統的現狀、特點以及系統設計的總體方案和系統實現的目標、功能以及取得的應用推廣效果；其次，詳細論述了學籍管理、教務管理、排課管理、考試管理、成績管理、教材管理、經費管理、院系教學點辦學管理、檔案管理以及對外網站管理等的需求分析；再次，闡述了系統的總體設計原則、系統開發環境、研究方法、技術路線以及相關功能；網路數據庫的設計與實施方案、各子系統的設計、人機界面的設計、實現方面應注意的問題以及用戶權限設計的要求等；此外還介紹了舊系統數據遷移，新系統的實施工作，以及探討了對系統數據進行糾錯與清洗、測試和應用情況。
  15. According to stakeholder theory, financial performance should be improved, no matter by diminishing cost, increasing competitive advantage, or elevating operative efficiency, when firms satisfy the demands of multiple stakeholders

    根據利害關系人理論，可推論出企業滿足利害關系人的需求時，不論是在降低企業的成本上，或者是在增加企業的競爭力，亦或是增進企業本身的生產效能方面，都將會對企業財務績效表現有所助益。
  16. After quantitative analyses and theoretical exploration, some important results and conclusions are as below : ( 1 ) ed not regarded, both ka and id are significantly positive to fp ( both significant levels are lower than 0. 01 ), but ii and om do not significantly contribute to fp. the moderation effects of ed on the relationships between ol and fp truly exist : the higher the technological or market dynamics, the more the marginal contribution of ka, id, and om to fp ( significant levels are all lower than 0. 01 )

    通過定量實證研究和理論探討，本文主要得到如下的一些結果或結論： （ 1 ）不考慮環境動態性因素，知識獲取和信息分發對于企業績效的提升具有積極顯著的作用（ p值均小於0 . 01 ） ，但是信息解釋和組織記憶對企業績效則沒有產生顯著影響；環境動態性對組織學習與企業績效之間關系的調製作用確實存在：在高技術發展和市場需求動態性情況下知識獲取、信息分發和組織記憶的邊際貢獻分別大於低動態性情況下的各自邊際貢獻（ p值均小於0 . 01 ） 。
  17. The whole dissertation can be divided into 9 chapters, which are mainly engaged on the comparative theories of the common balance and the partial balance, and the methodology of the demonstration and criterion economics to do the analysis and res earch on the purpose of making relatively thorough and deep assessment on the policy - making and related improvement suggestions on such areas as the implement performance of the agriculture policies, the requirement structure of agriculture, the structure of employment, the basic elements and arrangement of agriculture production, the sustainable development of agriculture and the agriculture internationalization etc. the basic innovative points of the dissertation are as follows : ( 1 ) to establish a systematic framework for the research on the policies of agriculture industry and the structure of agriculture industry ; the framework for grand agriculture industry structure ; the framework of subject relationship in the agriculture socialized service system ; the circulation framework of sustainable development for agriculture ; the model framework for corporation development for agriculture institution ; ( 2 ) to expand the external scope of the concept of agriculture ; ( 3 ) to put forward the ideas of the corporation orientation by restructuring and innovating the present agriculture operational institution ; ( 4 ) to raise the viewpoints to set up the quality standard system for agriculture produce and to initiate the same system of the internal and external trade ; ( 5 ) to offer the suggestions on guiding the development of the township and private enterprises through the industry policies ; ( 6 ) to raise the innovative viewpoint by way of the systematic analysis on agriculture and the employment structure of the countryside, the district arrangement, technological innovation and the marketing system of agriculture produce ; ( 7 ) to put forward the comprehensive thinking way to broaden the logistics services for agriculture produce ; ( 8 ) to raise the new idea of the agriculture supporting system and the policy suggestions on expanding the areas for the government to support agriculture industry, reorganization of agriculture insurance system and aid to the weak masses of the countryside

    本課題是在國家農業產業政策不斷完善和產業經濟學科科學發展的背景下，從農業產業政策的實踐出發，從大農業產業結構、組織、技術、資金、勞動力、土地等資源配置以及區域布局、國內外關聯等角度，以農業產業政策與農業發展的互動關系為切入點，提出了農業產業政策調整取向，初步形成和發展了政策理論。全文共分9章，主要運用一般均衡和局部均衡比較等理論，實證、規范經濟學研究等方法進行探討，對農業產業政策實施績效、農村需求結構、就業結構、農業生產要素和布局、農業可持續發展、農業國際化等命題以及對策建議作了比較全面深入的評析。本課題研究主要有以下創新觀點：初步搭建了農業產業政策和結構理論框架，設計了政策和結構體系圖；延伸了「農業」概念外延，提出了「大農業」的構想；提出了農業產業經營組織再造和創新的公司化發展方向，設置了農業產業化、公司化發展模式圖和產業化公司模型圖；設計了農業可持續發展良性循環圖和農業資金投入效益模型圖；提出了建立農產品質量標準體系、推行內外貿一體制的觀點；建立了農業保障體系參照圖，建議通過產業政策引導鄉鎮、私營企業和「三資」企業發展；剖析農村勞動力就業結構、區域布局、科技創新、農產品市場體系；提出了加大農產品物流配送的整體思路；提出了農業支撐體系新觀念及擴大政府支農范圍、重構農業保險體系、扶持弱勢群體的政策建議。
  18. 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。
  19. Plays a key role as business partner through working closely with me & dc competency head on related team ' s equipment, management, development and retention

    擔任運營單位商業夥伴的重要角色，與市場執行和需求創造的資能總監緊密合作，向其和團隊提供組織配置、績效管理、人員發展和人才保留方面的人力資源專業支持。
  20. The achievements are as follows : 1 ) the system model based on the whole course in of erp project theory have been put forward, erp ' s project are divided into three stages in this model, evaluation is divided into four parts, and the indexes that should been evaluated at each stages and relationship among these stages has been described systematically ; 2 ) at proposed stage, according to the characteristic of erp project, feasibility analysis should been carried out from seven respects such as managing foundation technological foundation, the fund foundation, personnel foundations, basic data, understanding and demand to erp and goal of the enterprise ; 3 ) in selecting software, 18 indexes and three factors have been put forward including system quality of the software, the fact relating to the software supplier serves, and the fact relating to enterprise, then use ahp to evaluate ; 4 ) in project implementation the evalution flow model on the basis of implementing and the index system have been proposed. the index system include 14 indexes and three respects respect which are control of the goal and plan, quality of the system use, and quality of information. 5 ) performance measurement of erp project is proposed in four respects of balanced scorecard. and according to the characteristic of erp project performance, the result of measurement should been calculated with fuzzy mathematics, then a satisfaction index can be drawn

    主要成果表現在： 1 ）在評價erp項目評價理論基礎方面提出了基於全過程erp項目的評價體系模型，在此模型中將erp項目實施分為三個階段，評價分為四個部分，並系統論述了各個階段應該評價的指標，以及各個階段的相互關系； 2 ）在項目可行性分析部分，根據erp項目的特點提出了從七個方面分別是：管理基礎、技術基礎、資金基礎、人員基礎、基礎數據、對erp的認識與需求，和企業的目標對erp項目進行可行性分析； 3 ）在軟體選型部分，提出了軟體系統質量因素、與軟體供應商服務有關的因素、和與企業有關因素三個方面18個指標的評價體系，並用層次分析法進行評價； 4 ）在項目實施階段，提出了基於實施過程的評價流程模型，同時提出了評價指標體系從計劃，目標的控制、系統使用質量、和信息質量三個方面14項指標來評價實施過程； 5 ）在項目績效評價部分，提出以平衡記分法的四個方面評價erp項目的績效，建立了bsc - erp評價模型，並根據erp項目績效的特點提出了用模糊數學對評價結果進行計算，得出一個滿意程度指標。
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