考核評價 的英文怎麼說

中文拼音 [kǎohépíngjià]
考核評價 英文
examination and evaluation
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 核 : 核構詞成分。
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 價 : 名詞1. （價格） price 2. （價值） value 3. [化學] （化合價） valence
  • 考核 : examine; check; appraise; assess （sb. 's proficiency）
  • 評價 : appraise; evaluate; assess; estimate; valuation
  1. Leading groups achievements assessment system

    領導班子政績考核評價系統的設計
  2. Study the spirit of the fourth plenary session of the party central committee, perfect cadre ' s achievements assessment system

    貫徹落實四中全會精神完善政績考核評價體系
  3. However, there exist differences, between them, in background, construction standard, manage mood, and inhabitant structure. this makes the supply way of the community public products more complicated than that of commercial community public products. according to the community scope and consumptive characteristics of public products, the definition of community public products, in the thesis, is concluded as public products, which, for the common demands of community inhabitants are commonly and fairly consumed, and include community service, community sanitation, community surroundings, and community medical

    然後，反觀我國城市社區公共產品供需現狀、存在主要問題及其產生的原因，在借鑒國外社區公共產品供給經驗基礎上，立足於我國實際國情，提出我國城市社區公共產品有效供給的途徑在於提高城市社區居民權利意識、加強城市社區自治能力建設、拓寬城市社區公共產品需求偏好顯示途徑、建立城市社區公共產品合作供給機制、建立城市社區公共產品考核評價體系。
  4. Thinking on the path of innovating the system of evaluating cadres

    對創新幹部考核評價體系的路徑思考
  5. Innovating the system of checking on and evaluating cadres ' actual results

    創新幹部實績考核評價體系
  6. On scientific subjective grading of teacher ' s evaluation in college

    論高校教師考核評價中主觀評分的科學化
  7. The forth section researches evaluation mechanism of civil servant

    第四章是對公務員考核評價機制的研究。
  8. Reflections on the examination and evaluation mechanism for university cadres

    對構建高校幹部考核評價機制的思考
  9. On the establishment of a scientific cadre assessment mechanism at university level

    論高校幹部考核評價科學機制的構建
  10. Building the new socialist countryside in tianjin municipality : how to measure it

    天津市社會主義新農村建設考核評價研究
  11. Exploration of the problems and countermeasures of university teachers ' evaluation

    高校教師考核評價體系的問題與對策探討
  12. Study on evaluation index system of agricultural science - technology area in tianjin

    天津市農業科技園區考核評價指標體系研究
  13. In the process of concrete practice, attention should be paid to elements integration, check - up rationality and teachers ' orientation, in order to meet the needs of higher vocational students ' job - hunting competence in " zero adapting period "

    在具體操作過程中，要注意各元素的有機組合、考核評價的科學性及教師角色的準確定位等問題，以適應「零適應期」對高職人才就業能力的要求。
  14. Based on the analysis on the current situation and characteristics and evaluation system of research management in wageningen university, this paper argues that the goal of science research management was not be realized clearly, policies were carried out less effectively and science fruits were not employed in practice

    摘要通過對荷蘭瓦赫寧根大學科研管理的現狀、科研項目管理的特點及考核評價進行調查分析，發現我國高等學校在科研管理中普遍對科研管理的目標認識不清，加之政府對高校科研的指導作用不強，從而導致高校對科研過程管理執行不力，研究成果與實際生產脫節，影響了成果的轉化。
  15. Evaluation index system of vitalizing agriculture by science and education in the county of tianjin

    天津市郊區縣科教興農考核評價指標體系
  16. This article points out the following solutions as well as suggestions on the problems and reasons in evaluating teachers : changing the traditional concept of evaluation ; establishing three - dimensional system of evaluation ; adjusting evaluation criteria system ; reforming the management system of evaluation and motivating the enthusiasm of teachers

    針對高校教師考核評價中存在的問題及成因，提出了相應的對策和建議：轉變考核評價的傳統觀念，建立考核評價的立體系統，調整考核評價指標體系，改革考核評價的管理制度，充分調動教師的積極性。
  17. According to the practice of the process of design performance system for china telecom xian branch, bsc has been introduced into performance management to certain the performance assessment element by made the indexes of finance / benefit, service / operation and develop all get together. then use the method named value tree tc make the enterprise strategy mission decomposed to every department and post, establish the system of performance management index by select kpi, and use moon chart to estimate the weight of index in order to ensure assessment emphasis. the last but not the least important is sign a performance agreement with every person, to achieve two - way communicate of performance objective and make personnel grow with enterprise

    在進行績效管理體系設計的過程中，引入「平衡計分卡」 ，確定該企業績效考核評價要素，使財務效益類指標與服務經營類、學習成長類指標相結合；使用「價值樹」方法，將該公司的總體戰略指標分解到各個部門、各個崗位；通過關鍵績效指標（ kpi ）的選擇，建立了部門和個人的績效考核指標體系；採用「月亮圖」法確定指標權重，明確崗位考核重點；最後，以逐級簽訂「績效協議」的方式，實現企業績效目標雙向溝通、企業與員工發展共進的績效管理目標。
  18. A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on

    本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。
  19. Thirdly, applying ahp it identifies appraisal indicators weight. eventually selects the latest evaluation methods such as fuzzy ahp, 360 degree appraisal and so on, it examines the performance of civil servants of xigu branch, resolves the main problems such as appraisal indicators unclear, appraisal personnel single, appraisal accuracy and stability poor, and proposes the measures to carry out performance appraisal. the researching outcome of this thesis improves performance appraisal of civil servant more effective and normal

    最後，綜合運用模糊層次綜合評價法、 360度考核法、量表評價法、強迫分佈法等前沿考核評價方法對西固分局公務員績效進行考核，解決了績效考核指標模糊、考核主體單一，考核方法簡單，考核的效度和信度不高等核心問題，並提出了實施績效考核的保障措施。本文的研究成果對促進公務員績效考核的科學化、規范化具有一定的借鑒意義。
  20. Therefore, high - quality talent has become a decisive factor in promoting a new military revolution. train and recruit high - quality talent, is the commanding height in the new military changes

    軍事人才的培養主要應抓好人才的選拔、培養、使用、考核評價等四個環節，即選好人、育好人、用好人、評好人。
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