考績提資 的英文怎麼說

中文拼音 [kǎojīdīzī]
考績提資 英文
merit increase pay
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 提 : 提動詞（垂手拿著） carry （in one's hand with the arm down）
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 考績 : merit of professional performance
  1. To research the status of the use of shell resource in china securities market, in this paper, firstly, i interpret the shell resource from the economic point of view, and point out the important significance of the study on the shell resource ; secondly, i analyze the status of the use of shell resource in our country at present including the motivation, means, benefits and cost of buying a shell ; thirdly, the status of the use of shell resource in the securities market is positive studied in the way of statistics by taking the civil listed companies as examples, this part is the emphasis of the paper ; at last, i analyze the cause that the shell resource was not used well in our securities market, and bring forward some advice at five aspects, such as perfecting the law condition of buying a shell, building up the measures of resisting risk etc

    我們有必要對我國證券市場的殼資源利用狀況進行研究，以期對投資者的投資決策、證券市場監管的制定及殼資源利用績效的提高有所裨益。為了考察我國證券市場殼資源利用的狀況，本文首先從經濟學的角度對殼資源進行了解釋，並指出研究殼資源利用的重要意義；其次，分析了我國現階段殼資源利用的現狀，包括買殼的動機、方式、收益和成本；再次，以國內買殼上市企業為研究對象，用統計學的方法對我國證券市場殼資源利用狀況進行了實證分析，這部分是本文的重點；最後根據實證的結果，分析了我國證券市場殼資源利用不佳的原因，並從完善買殼的法律環境、增強風險防範措施等5方面提出了一些相應的建議。
  2. And we come to the following conclusions : ( 1 ) looked from the returns ratio target that, all funds achievement are better than the market datum combination ’ s in the sample time, but the funds overall achievement is inferior to interest rate ; ( 2 ) after the modification of the risk factor, our mutual funds outguess the market ; ( 3 ) there is not enough evidence that indicate that chinese security investment funds have choosing ability in the market opportunity and choosing ability in the security. ( 4 ) the achievement in the past of the fund can not represent market manifestation in the future of the fund. this article innovation mainly has following several aspects : ( 1 ) have established the overall target of a appraisal fund achievement and gone on the real example to analyze with the mathematics model, having solved the inconsistency problem of appraising the result of many kinds of

    在此背景下，本文希望通過借鑒國外對基金業績評價方面的經驗，結合我國的國情嘗試盡可能真實的、多角度分析我國證券投資基金在不同市場時期的業績特點，如投資基金的回報及其承擔的風險，基金經理的擇時能力和選股能力究竟怎樣，基金業績是否具有持續性等等，為基金投資者、監管者、基金管理公司以及基金的發展提供一些參考，以引導社會資源更多地流向擁有理性投資理念、資產管理能力出色的基金管理公司，實現資源的優化配置，進而推動市場投資理念走向成熟。
  3. Research of this paper opens out enclosing the subject that m & as and reconstruction of public companies can help to realize resource collocating of securities market, advance quality of public companies, and promote the optimization of structure and function of stated - owned economy. the paper researches how to change the financial and speculative reconstruction at present to the strategic and material reconstruction aftertime. firstly, the author proves the feasibility of m & as and reconstruction that conduces to advance management efficiency of companies and efficiency of securities market in theory, and emphasizes on some conceptions which have certain differences between westward m & as and reconstruction market and ours

    西方的並購重組理論為我們提供了一定的思考的角度，其中比較有代表性的有效率理論，從管理、經營、財務的協同效應和多元化經營、戰略重組等方面解釋了並購重組對改善企業經營管理的可能性；代理問題理論，把並購重組作為解決企業委託代理問題的一個外部機制，即當由於公司管理層的無效率或代理問題而導致公司經營管理業績不佳的時候，公司就可能面臨著被收購的威脅；信息與信號理論，認為並購重組信息向市場傳遞了有關公司管理、股票價值、資本結構等方面的信息，從而引起公司的市場價值被重新評估，導致股價波動。
  4. Based on this, through sysmetic analysis about these performance appraisal factor, it is pointed out model afp and feedback and application about the performance appraisal outcome. performance appraisal design bassis on the goal of survival, development and profit, performance appraisal system matching with marketing economy is established to make systentic, standardization

    在此基礎上論文通過對影響績效因素的系統分析，提出了afp模型及考評結果的反饋與應用，考評設計圍繞企業生存、發展、獲利的目標要求建立與市場經濟相適應的考評制度體系，使人力資源考評工作制度化、系統化、規范化。
  5. 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。
  6. It ’ s done several tasks concretely as followed : 1 ) analyze and research mrm and its training curriculum ‘ s background and development ; conclude the principle of mrm, content and its thinking methods systematically ; summarize foreign scholars ’ research fruits on the performance examination of mrm. 2 ) research maintenance human factors and come up with a frame of maintenance human errors analysis and its categories. in the mean time, point out that people need to look upon mrm as a conprehensial measure to reduce human errors in mrm ’ s research and practice3 ) relatively deeply and meaningfully research on how to introduce and execute mrm in our country ’ s aviation circle ; put forward researching results on introducing mrm as well as key jobs we need to do in the future in our country

    具體做了以下幾個方面的研究工作:一是分析研究了維修資源管理及其訓練課程的產生發展及其背景，系統地歸納了維修資源管理的原理內容及其思想方法，總結了國外學者對維修資源管理績效考核的研究成果;二是對維修人為因素做了相關研究，提出了維修差錯原因分析及維修差錯分類框架，指出在對維修人為因素的研究和實踐中，需要更多地採取維修資源管理及其訓練這樣的綜合性措施去減少維修人為差錯;三是對國內航空界引進並實行維修資源管理做出了相對深入並有實際意義的研究與探索，對國內引進並實施維修資源管理及其訓練課程以及將來的重點工作，提出了研究結論。
  7. 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。
  8. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。
  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. Offers training programs for business and industry on management and employee training and organizational development. includes free previews

    -提供與崗位設計績效考核薪酬設計有關的人力資源管理咨詢服務。
  11. By analysing the organisational structure of most enterprises, their financial situation, human resources and others systems, then analyse the structure of our construction industry nowadays. and, by conducting a systematic analysis on our modem construction industry, find our the shortages and weaknesses of our construction industry under the current market condition. a systematic analysis of the features of our construction industry and those international major construction contractors and forecast the industry development after joining wto

    在此基礎上，論文分別從企業的組織結構、財務狀況、人力資源等各方面系統地考察了我國建築企業的現狀，並對我國建築市場的現狀進行了系統研究，指出我國建築企業在現行的市場環境下的弱點和不足；本文還系統研究了我國建築企業及國際大型承建商的特點，並對入世后建築市場的發展做出研究預測，從而分析我國建築企業在中國入世后遇到的機遇和挑戰；提出企業從企業文化、組織結構、企業人員及各種機制等方面進行整合的入世后的企業應對模式；此外，本文還對企業對市場的適應程度及經營效績提出定量加定性的全方位評估系統。
  12. Under the keen competitive educational conditions, many headmasters on senior middle school run the schools as administrating enterprises in order to make the schools develop quickly, their administrative purpose is to pursue the high proportion of students entering universities. so they treat the teachers as the employees and judge the teachers " value just by the students grades in the exams

    在現實環境中，許多高中為了自身的生存和發展，提出了「將學校當作企業來經營」的管理觀念。學校管理的主要目標，就是追求升學率。對教師實行了「控制型」管理，學生的考試成績成為評價教師工作好壞的主要依據，並將其與教師的工資、職稱評定掛鉤，教師在課堂教學中注重的自然就是與考試有關的知識點。
  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. According to theories of hrm, the paper applies positivism to study hrm situation in lin shui power plant ( lspp ), and finds out main problems. though detail analysis, author takes into concrete situation of lspp an effective hrm system is designed for the enterprise and can be used for reference by the other enterprises with meddle and small in scale, which start an undertaking. in section 1, lspp and its hrm are introduced, then the paper analyses the necessity of the redesign of hrm system in lspp

    本文試圖藉助現代人力資源管理理論，通過對鄰水縣火電廠（簡稱鄰水電廠）人力資源管理狀況的剖析，重點針對該廠崗位分析、績效考核、薪酬管理三個方面內容，找出其人力資源管理中存在的主要問題，經過認真分析和研究，結合鄰水電廠的實際情況，提出重建人力資源管理系統的思路和科學方法，同時為其他國內中小企業進行現代人力資源管理提供借鑒。
  15. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  16. After instance analyzing already having distribute sale project and returning buying project, writer brings up the state - owned stocks distribute sale price between each share clean property and market price is comparatively reasonable, appropriate considering the market whole price ratio, growth and company performance etc. analyzed from accountancy, the reasonable price of the state - owned stocks returning buying base between the recently each share clean property and a half of share market price. writer perfects the state - owned stocks returning buying project, brings up adopting debts rights method to returning buying the state - owned stocks, in order to alleviate the listed company ' s capital press

    對已有的配售方案、回購方案進行實證分析后，提出國有股配售價格在每股凈資產與股票市價的一半之間比較合理，適當考慮行業整體市盈率、公司成長性和公司業績等因素；從會計的角度分析得出，國有股回購價格以適當打折扣的最近每股凈資產為基準進行回購比較合理，並對國有股回購方案進行了完善，提出以債權的方式進行國有股的回購，以減輕上市公司在回購中資金方面的壓力。
  17. 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。
  18. In the part of design of overall budget management organization system, the author emphasis the overall budget management organization system should be in according wi th the integrated corporation management organization system. in the part of design of overall budget management decision - making, the author demonstrate that the overall budget management subjects should be in accordance with integrated corporation management strategic subjects, and the chose of methods in plan - making and carrying - out process should be based on integrated corporation ' s characteristics, then the author take the beijing firm of fuerda integrated corporation an example to illustrate the whole process of overall budget management application

    論文在對富爾達集團公司全面預算組織體系的設計中，強調公司組織結構與預算組織機構的協調；在全面預算編制的設計中闡明了公司預算目標必須與戰略目標相一致，預算編制方法和程序應根據富爾達集團公司自身特點進行選擇，並以北京子公司為例說明預算編制的過程；對全面預算的實施與監控應以完善的預算信息反饋系統為支持，進行以資金預算和業務預算為重點的預算管理；對全面預算考評體系提出將預算考評和績效考評相結合。
  19. Though study the teacher resources of private college ' s, it is found out that, many existing problems, such as the complicated component of teachers, too many part - time teachers and over - aged teachers, lack of stability and unsuccessful use of high title and diploma, are all related with the teacher resources management of private colleges ", then provide some countermeasures, such as " human - oriented " philosophy eradicated, human capital investment increased, human management system perfected, environment improved, etc. the thesis puts on emphasis on the import of talented persons, motivation and performance valuation, then provides some countermeasures that suit private colleges

    流動性大，師資隊伍不穩定，教師高學歷、高科研水平和學術氣氛不濃並存，這些都和民辦高校教師人力資源管理有關。針對民辦高校教師人力資源管理存在的問題提出對策建議，包括樹立「以人為本」管理理念、增加人力資本投資、完善人力資源管理機制等。本文還重點分析了民辦高校教師引進、教師激勵及績效考核，提出了相應的對策和方法，利用人力資本理論對民辦高校的人力資本投資進行詳細分析，提出民辦高校人力資本投資的對策。
  20. Last year we reported on a program in florida to give merit pay to teachers if student scores increase on a statewide test

    去年，我們報導過佛羅里達的一個如果學生在州考成績提高教師就可獲得績效工資的項目。
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