績效高級經理 的英文怎麼說

中文拼音 [jīxiàogāojíjīnglǐ]
績效高級經理 英文
c&b hrm
  • 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 ...
  • 高 : Ⅰ形容詞1 （從下向上距離大; 離地面遠） tall; high 2 （在一般標準或平均程度之上; 等級在上的） above...
  • 級 : Ⅰ名詞1 （等級） level; rank; grade 2 （年級） any of the yearly divisions of a school course; gra...
  • 經 : 經動詞[紡織] （把紡好的紗或線梳整成經紗或經線） warp
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 績效 : performance appraisal
  • 高級 : 1 （階段、級別達到一定高度的） senior; high ranking; high level; high; superb; higher; high stage...
  • 經理 : 1. （經營管理） handle; manage2. （企業負責人） manager; director
  1. In this paper, enterprise - operators are viewed as top managers who are entrusted by their enterprise - owners to take the responsibility for the operation of the enterprises ; entrepreneurs are successors of those enterprise - operators who can effectively combine long - run development of their enterprises and the maximum of their individual benefits, by applying their enterprise - operator - type human capital to analyses, judgments and comprehensive decisions in terms of their production and transaction activities, and undertaking the corresponding risks ; warders refer to the degraders of enterprise - operators who perform unsuccessfully or under the average because of their la ck of human capital or efforts. becoming entrepreneurs is the aim that enterprise - operators expect to reach ( but not necessarily the aim they initiatively pursue. ). enterprise - operators themselves do not wish to degenerate into warders

    筆者認為企業經營者可以解釋為受企業所有者委託專門從事企業經營管理活動並對其結果承擔責任的高級管理人員；企業家是以經營企業為職業，通過利用自身經營型人力資本，對企業生產性活動和交易性活動進行分析判斷、綜合決策、組織協調與學習創新活動並承擔風險，最終實現了企業長遠發展和自身最大利益有效結合的人，企業家是經營者中的成功者；而所謂看守人是指經營者中由於自身人力資本所限或努力不足而經營失敗或經營業績低下者，看守人是企業家的對稱，是經營者中的劣化者。
  2. The main results indicate that the levels of executive pay are largely driven by firm size, not by firm performance, and equity - based compensation does not necessarily motivate managers to maximize shareholders ' wealth and improve firm performance, and moreover, the boards works inefficiently in designing compensation contracts for top managers

    主要結論表明香港上市公司的管理效用的水平主要由公司規模決定，而非公司的市場業績；同時以股份為工具的補償機制也不能有效促進管理層對小股東的利益和公司業績的關注，董事會也未能有效制訂對高級經理層的補償獎勵合約。
  3. In this paper we are concerned with stock option contracts in the provision of managerial incentives. how does the incentive mechanism of stock option contracts realize

    股票期權實際上是由公司制定並與其高級管理人員簽訂的一種長期報酬激勵合約，我們分別從經理和公司兩個方面研究股票期權的激勵效應與績效。
  4. Then, it analyzes the current situation of the operation performance of the secondary bank, and considers that the main reasons lies in the influence of state - owned commercial bank of branch mechanism ' s management system, difficulty in adapting to the great change of outside environment, the defect of classified authorization mode of state - owned bank, the fall behind of organization concepts, check supervision mechanism and the imperfect of the inner - controlled mechanism, etc. therefore, operation mechanism must be reformed and operation performance must be improved

    其次，對延安工商銀行經營績效現狀進行了分析，指出延安工行經營績效難以進一步提高的主要原因在於國有商業銀行分支機構管理體制的影響、難以適應外部劇烈變化的環境、國有銀行分級授權模式存在缺陷、組織理念落後、稽核監督機制與內控機制不完善等，因而亟待進行經營機制改革，提高經營績效。
  5. We introduce elder adviser resource, devote oneself to to foster each estate to purchase with supply professional personage ; those who foster china is advanced purchase handler ; help enterprise improves the performance that purchase and supplies government, promote an enterprise competition ability, because this is purchasing a group, gained good public praise and extensive influence

    我們引入資深的顧問資源，致力於培養各階層采購與供給專業人士；培養中國的高級采購經理人；幫助企業改善采購和供給治理的績效，提升企業競爭力，並因此在采購界贏得了良好的口碑和廣泛的影響力。
  6. Gpmp senior project manager certification is developed according to the new gapps performance based competency standards global level 2 project manager

    高級項目經理認證符合gapps最新發布的全球績效能力標準針對全球二級項目經理能力的定義。
  7. The mckinsey assessment system is a method for assessing the performance of the senior management, specially designed by mckinsey & company for oil production industry in china. through three years of trying out, the effectiveness is not satisfied because the assessment results are far away from the actual performance

    油田企業管理人員麥肯錫考評體系是麥肯錫咨詢公司專門為中國石油及其下屬企業高級管理人員設計的一種業績考核方法，已經在實際中運行了三年，效果並不理想，考核結果與實際相差甚遠。
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